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The purpose of the present commentary is to discuss the nature and correlates of workplace commitment across cultures. We asked six organizational behavior scholars, who are intimately familiar with Brazil, China, Denmark, Germany...
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The purpose of the present commentary is to discuss the nature and correlates of workplace commitment across cultures. We asked six organizational behavior scholars, who are intimately familiar with Brazil, China, Denmark, Germany, or Israel as their country of origin or extended residence, to "contextualize" workplace commitment. They did so by explicating institutional and cultural characteristics of their context on the emergence, meaning, and evolution of commitment by reference to their own research and extant local research. Their responses not only supported the utility of three-component model of commitment but also revealed the differential salience of various commitment constructs (e.g., components and foci of commitment) as well as possible contextual moderators on the development and outcomes of commitment. The commentators also described changes including the growing prevalence of multicultural workforces within national borders and changes in employment relationships and cultural values in their national contexts and considered future research directions in culture and commitment research. Copyright (C) 2016 John Wiley & Sons, Ltd.
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Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and...
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Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the "cultural hypothesis" which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.
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Theories of workplace commitment have become increasingly complex with propositions regarding its multiple-component structure (e.g., affective, normative, continuance) and multiple foci (e.g., organization, supervisor, team). To ...
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Theories of workplace commitment have become increasingly complex with propositions regarding its multiple-component structure (e.g., affective, normative, continuance) and multiple foci (e.g., organization, supervisor, team). To date, most research has taken a variable-centered approach (e.g., regression, SEM) to address the additive and interactive effects of commitment components and foci on behavior and well-being. This assumes that research samples are homogeneous and that the same theoretical framework and empirical findings apply uniformly to employees in general. More recently, it has been proposed that a sample can contain subgroups and that the variables of interest (e.g., commitment components or foci) might combine and relate differently to other variables within these subgroups. Consequently, there has been an increase in the use of person-centered strategies (e.g., cluster analysis, latent profile analysis) to identify and compare these subgroups. We provide an overview of commitment theory and research to demonstrate how use of a person-centered research strategy can provide new insights into the nature and implications of commitment. We also provide a critical evaluation of person-centered strategies with the objective of encouraging greater use of more advanced analytic procedures in future research. Finally, we discuss the benefits of person-centered research for theory and practice.
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This study contributes to our understanding of the link between the multiple foci of commitment (i.e. organization, profession, team, and/or client) and the intention to quit in a knowledge-intensive organizational context. This l...
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This study contributes to our understanding of the link between the multiple foci of commitment (i.e. organization, profession, team, and/or client) and the intention to quit in a knowledge-intensive organizational context. This link is important to understand given that KIOs are reliant upon the commitment of their employees in order to survive. Drawing upon the Theory of Attitudes, which enables us to link commitment and intention to quit, and the Field Theory, which enables us to understand how employees commit to various foci, we ask two research questions: (1) What is the independent impact of the professionals' commitment to the organization, profession, team, and client on the ability of the organization to retain professionals? (2) What is the impact of the interaction between these foci of commitment (i.e. organization, profession, team, and client) and retention? Multiple regression analyses are based on data from 282 employees of a global KIO which provides outsourcing and consulting services on HRM and employment services to around 40 global clients. Our findings show that (i) organizational commitment and team commitment are negatively, and profession commitment is positively related to the professionals' intention to quit; (ii) organizational-profession commitment interaction is negatively, and team profession commitment interaction is positively linked to the intention to quit of professionals. These results are further interpreted by drawing on 34 semi-structured interviews conducted with the professionals from the same global knowledge-intensive organization. Our results have significant implications for the leaders in KIOs as retention of such valuable human capital is central to their success.
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Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitmen...
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Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitment to the form of employment as a new focus in commitment. In addition, we compare organizational commitment under conditions of these forms of employment to traditional form of employment. The study is based on several samples representing conventional and new forms of employment (overall N = 494). The results indicate that commitment to the form of employment explains variance of organizational outcomes over and above organizational commitment. Generally, commitment to the form of employment reflects an important attitude to the work situation besides commitment to the organization or occupation. The results are discussed in the light of labor market trends.
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Purpose - The purpose of this paper is to analyze how affective commitment to fellow customers influences a customer's affective commitment to the service provider and customer citizenship behavior (CCB). In addition, the paper se...
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Purpose - The purpose of this paper is to analyze how affective commitment to fellow customers influences a customer's affective commitment to the service provider and customer citizenship behavior (CCB). In addition, the paper seeks to examine the moderating role of a customer's calculative commitment to the service organization. Design/methodology/approach - The study used a large-scale survey among customers of a health club and a scenario-based experiment to test the hypotheses. Findings - Both empirical studies provide evidence that affective commitment to fellow customers has positive consequences for the customer-firm-relationship. The findings suggest that commitment to fellow customers and commitment to the service organization influence very specific facets of customer citizenship behavior. In addition, the study found preliminary support for the moderating role of calculative commitment. Affective commitment to fellow customers showed the strongest effect on affective commitment to the provider in customer-firm relationships characterized by high (versus low) calculative commitment. Practical implications - The results of this research have a number of managerial implications. This study suggests measures to strengthen customer-firm-relationships, e.g. generating intensive exchange among customers or attraction of consumer pairs. Providing customers with platforms of valuable relationships to multiplex ties can be a competitive advantage for service providers. Originality/value - This article is the first that highlights the role of other customers as a target of customer commitment and how this commitment affects both the customer's relationship to the service provider and his or her customer citizenship behavior. The present study therefore broadens our knowledge of how bonding among customers influences consumer behavior in service settings.
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Organizational research has shown the impact of organizational identification on employees' attitudes and behavior, and its relevance for economic success (Haslam, 2004). Furthermore, the necessity to differentiate levels of ident...
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Organizational research has shown the impact of organizational identification on employees' attitudes and behavior, and its relevance for economic success (Haslam, 2004). Furthermore, the necessity to differentiate levels of identification within organizations has been emphasized (van Knippenberg & van Schie, 2000). Little is known, however, about predictors of different identification levels within organizations and their influence on the development of identification. In a longitudinal study with training groups of flight attendants, we investigated how foci of identification (training group, organization) were differentially predicted by cross-sectional and longitudinal variables. Interpersonal attraction related to training group identification, whereas professional motivation related to organizational identification. Furthermore, expected job circumstances and professional motivation were longitudinal predictors for training group identification and organizational identification, respectively.
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Purpose - This paper seeks to examine the relationships between affective commitment and organizational citizenship behaviors (OCBs) across four foci: organizations, supervisors, coworkers, and customers. Further, it aims to deter...
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Purpose - This paper seeks to examine the relationships between affective commitment and organizational citizenship behaviors (OCBs) across four foci: organizations, supervisors, coworkers, and customers. Further, it aims to determine whether relationships among commitments and OCBs involve mediated linkages. Design/methodology/approach - This study relies on matched employee-supervisor data (n = 216). The relative fit of different models representing relationships among commitments and OCBs was examined using structural equations modeling. Findings - Results revealed that commitments to coworkers, customers and supervisors displayed positive relationships with OCBs directed at parallel foci. In addition, commitment to the global organization partially and negatively mediated the relationship of commitments to coworkers and customers to parallel OCBs dimensions. Results also revealed cross-foci relationships between local commitments and OCBs. Finally, no commitment target was significantly associated with organization-directed OCBs but the latter were positively related to local OCBs. Originality/value - The paper demonstrates that multiple commitments and OCBs are involved in a complex net of relationships among which local foci play a critical, and positive, role.
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Aim This research explores and examines the differentiated mediation roles of multi‐foci commitment in the relationship between HPWS and knowledge exchange and combination among Chinese hospital nurses. Design This study employs ...
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Aim This research explores and examines the differentiated mediation roles of multi‐foci commitment in the relationship between HPWS and knowledge exchange and combination among Chinese hospital nurses. Design This study employs a quantitative research approach and survey design. Methods Individual‐level time‐lagged data were collected from 845 nurses in public hospitals in China using online questionnaires. Aside from personal information, the items in the questionnaires were adopted from mature scales in previous research. Results The results of multiple regression analysis demonstrate that nurses’ professional and affective commitments partially mediate the relationship between HPWS and KEC. Nurses’ continuance commitment does not play a mediation role in HPWS‐KEC relationship, although HPWS positively influences nurse continuance commitment, which then weakly and positively impacts KEC.
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Affective team and organizational commitment are among the most important employee attachments in the workplace. While past research has focused on identifying the differential relationships of these commitments with relevant work...
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Affective team and organizational commitment are among the most important employee attachments in the workplace. While past research has focused on identifying the differential relationships of these commitments with relevant workplace outcomes, the present study examines their additive and interactive effects based on a multi-foci research framework. Drawing on consistency and optimal distinctiveness theory, we predicted that team and organizational commitment add to and enhance each other's target-specific effects on team- and organization directed citizenship behavior, efficacy beliefs, and turnover intentions. Furthermore, taking a person-centered perspective, we tested the hypothesis that dually committed employees score higher on the chosen outcomes than employees with unilateral commitments (to the team and the organization). Results from a survey study (n = 1362) confirmed our hypotheses for citizenship behavior. With regard to efficacy beliefs and turnover intentions, however, compensatory interactions were observed and dually committed employees scored higher on the team directed outcome components. The theoretical and practical implications of these findings are discussed.
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