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A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theo...
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A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity of the three dimensions, and research findings that showed the usefulness and acceptable content validity of the three-dimensional approach. Some of the limitations are limited predictive validity, conceptual ambiguity of continuance commitment, and concept redundancy between normative and affective commitment. This paper suggests a conceptualization that builds upon the strengths of the current approaches and minimizes their limitations. The proposed theory contends that organizational commitment is two-dimensional. One dimension is instrumental in nature and the second is affective. In addition, a sharp difference needs to be made between commitment propensity that develops before one's entry into the organization and commitment attitudes that develop after one's entry into the organization. The advantages of the suggested theory and its implications for the understanding of organizational commitment and future research on it are discussed.
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Using survey data from 364 employees of four mid-sized pharmaceutical companies in India, we tested the relationship between propensity to trust and the three components of organizational commitment. Standardized measures of prope...
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Using survey data from 364 employees of four mid-sized pharmaceutical companies in India, we tested the relationship between propensity to trust and the three components of organizational commitment. Standardized measures of propensity to trust and organizational commitment were administered after creating temporal separation in data collection to control common source variance. Results supported most hypotheses. Propensity to trust was found to correlate significantly with affective commitment (Adj. R ~2 = 0.09) and normative commitment (Adj. R ~2 = 0.07). The relationship between propensity to trust and continuance commitment was significant but weak. The relationship between propensity to trust and perceived trustworthiness of supervisor, peers and organization was also significant. This suggests that propensity to trust, a stable dispositional variable, had an impact on commitment of employees. The trait variable also had an impact on perceptions of trustworthiness. Our findings suggest that organizations can 'manage' commitment through trust created by organizational practices and systems. Organizations need to foster trust among employees by way of transparent and clearly communicated policies. Organizations that are perceived as being trustworthy are likely to have employees with higher level of involvement in organizational activities.
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Creative deviance, i.e., the violation of a managerial order to stop working on a new idea, is an emerging topic in innovation research. Whereas the outcomes of this nonconforming behaviour are inherently ambiguous, its importance...
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Creative deviance, i.e., the violation of a managerial order to stop working on a new idea, is an emerging topic in innovation research. Whereas the outcomes of this nonconforming behaviour are inherently ambiguous, its importance for corporations’ innovative capability is undisputed. We complement prior research on the organisational-level determinants of creative deviance by studying its individual-level antecedents. We hypothesise that risk propensity as a personality trait is positively related, whereas allocentrism as a personal value orientation and organisational commitment as a personal attitude are negatively related to creative deviance. Risk propensity is considered the strongest predictor, as it affects creative deviance both directly and indirectly through allocentrism and commitment. Data from 457 employees in a German high-tech corporation support our hypotheses. Our findings contribute to research on innovation management and organisational behaviour while yielding managerial recommendations for leadership and recruitment.
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Gift giving is an effective means to strengthen interpersonal relationships; it also may initiate and enhance customer-brand relationships. Through a field study conducted with an international monobrand retailer of beauty product...
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Gift giving is an effective means to strengthen interpersonal relationships; it also may initiate and enhance customer-brand relationships. Through a field study conducted with an international monobrand retailer of beauty products, a combination of propensity score matching with difference-in-differences estimations, and two experimental scenario studies, this research demonstrates that gift buyers spend 63% more in the year following a gift purchase than a matched sample of customers who purchase for their personal use. Specifically, gift buyers increase their purchase frequency (25%), spend more per shopping trip (41 %), and engage in more cross-buying (49%). The sales lift is particularly pronounced among new customers. Identity theory suggests customer gratitude and public commitment as mediating mechanisms. Gift purchase design characteristics (i.e., assistance during gift purchase and branded gift wrapping) influence the strength of the mediating mechanisms.
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Purpose - This paper aims to investigate the relationship between negatively perceived organizational politics (NPOP) on creative propensity (CP), while also studying their interplay with organizational commitment (OC) and job sat...
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Purpose - This paper aims to investigate the relationship between negatively perceived organizational politics (NPOP) on creative propensity (CP), while also studying their interplay with organizational commitment (OC) and job satisfaction OS). Design/methodology/approach - A survey technique was used in three different IT-related companies in an emerging market. Customers also included foreign companies for two of the three. In terms of age, these companies were roughly a decade old or more. Respondents were employees who were involved in IT-related jobs. Instrument was used five-point Likert scale. Data analysis involved partial least squares structural equation modeling (PLS-SEM). Findings - JS appears to have a positive relationship with OC. Both factors have been shown to have a positive relationship with CP. NPOP appears to have a negative relationship with not only CP but also JS and OC. Originality/value - This research aids in bridging a gap in research and contributes to literature with respect to the relationship among CP with JS, OC and NPOP. There is a need for greater research with respect to the relationship of CP with JS, OC and particularly with NPOP between these factors. This research would aid in bridging the gap by investigating relationships among these factors. Globalization and international business may increase the importance of creativity for IT-related as well as other companies. Businesses in emerging markets may require creativity for growth, survival and catching up to companies in developed markets or for competitiveness. With the prevalence of politics in organizations, it may be of strategic value for businesses in emerging markets to be able to calibrate these factors to increase their potential for creativity.
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This article identifies the critical importance of effective downward communication in its relationship to job satisfaction, organizational commitment, and the employees' propensity to leave an organization. Employee turnover with...
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This article identifies the critical importance of effective downward communication in its relationship to job satisfaction, organizational commitment, and the employees' propensity to leave an organization. Employee turnover within the insurance sector of India has become an issue; therefore, a sample of 105 employees from the insurance sector is surveyed to gather information concerning downward communication, job satisfaction, and organizational commitment. The study used various cultural lenses to understand the influence of national culture on norms, values, beliefs, and practices of the Indian employees and managers. Results of the survey suggest that there is a positively significant relationship between downward communication, employee satisfaction, organizational commitment, and the employees' propensity to leave. The results, which have implications and relevance for all kinds of industries all over the world, indicate that managers want to contribute to the effective functioning of the organization and can do so by providing the right, conducive environment for employees. Managers need to send clear, precise, and timely job instructions; communicate constructive feedback related to their job performance; and use multiple channels of communication. Taking these actions will enhance job commitment and reduce the likelihood of employees' leaving their organizations.
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Customer referral programs are an effective means of customer acquisition. By assessing a large-scale customer data set from a global cellular telecommunications provider, the authors show that participation in a referral program ...
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Customer referral programs are an effective means of customer acquisition. By assessing a large-scale customer data set from a global cellular telecommunications provider, the authors show that participation in a referral program also increases existing customers' loyalty. In a field experiment, recommenders' defection rates fell from 19% to 7% within a year, and their average monthly revenue grew by 11.4% compared with a matched control group. A negative interaction between referral program participation and customer tenure reveals that the loyalty effect of voicing a recommendation is particularly pronounced for newer customer-firm relationships. A laboratory experiment further demonstrates that referral programs with larger rewards strengthen attitudinal and behavioral loyalty, whereas smaller rewards affect only the behavioral dimension. This article contributes to our theoretical understanding of the roles played by the commitment-consistency principle and positive reinforcement theory as mechanisms underlying the effectiveness of customer referral programs.
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This study examines the linkages between managerial support for the environment, employee environmental commitment, perceived behavioral control, and employee propensity to recycle. Using a convenience sample (N = 142), we report ...
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This study examines the linkages between managerial support for the environment, employee environmental commitment, perceived behavioral control, and employee propensity to recycle. Using a convenience sample (N = 142), we report that employee environmental commitment mediates the relationship between managerial support and propensity to behave eco-friendly. Additionally, we showed that perceived behavioral control moderates the relationship between employee environmental commitment and propensity to recycle.
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Purpose - The present paper aims to explore the effects of state (trust in supervisor) and trait (trust propensity) trust on employees' work engagement. Furthermore, it seeks to investigate the mediating role of learning goal orie...
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Purpose - The present paper aims to explore the effects of state (trust in supervisor) and trait (trust propensity) trust on employees' work engagement. Furthermore, it seeks to investigate the mediating role of learning goal orientation in the relationship between work engagement and two forms of performance: in-role job performance and innovative work behaviour. Design/methodology/approach - Data for this cross sectional survey study were collected from 168 research scientists drawn from six Irish science research centres. Structural equation modelling was used to test the research hypotheses. Findings - The results suggest that both trust in supervisor and trust propensity were positively and significantly related to work engagement. Additionally, results indicate that learning goal orientation partially mediated the effects of work engagement on in-role job performance and innovative work behaviour. Research limitations/implications - This research was limited by two main factors: the cross-sectional research design, and use of self-reported questionnaire data. Limitations aside, this study provides evidence that a climate of trust can fuel work engagement, which in turn, is likely to promote learning, innovation and performance. Originality/value - This paper extends the developing engagement literature in two ways. First, it empirically establishes an association between two facets of trust and work engagement. Second, it highlights the role of learning goal orientation in explaining the linkage between work engagement and job performance.
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Background: Nurses have a very stressful and demanding job, which probably affects their health and well-being. This has resulted in a search for an optimal nurse schedule. Self-scheduling is one method to enhance flexibility and ...
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Background: Nurses have a very stressful and demanding job, which probably affects their health and well-being. This has resulted in a search for an optimal nurse schedule. Self-scheduling is one method to enhance flexibility and give more control to the employee. Literature on self-scheduling is scarce and mainly focused on the implementation process. So far, little is known about the long-term effects of self-scheduling. Objective: The comparison of effects of self-scheduling versus fixed scheduling on three dimensions of organizational justice (distributive, procedural, interactional justice) and three work attitudes (job sat-isfaction, affective commitment, global em powerment). This total effect is decom posed into direct and indirect effects via hypothesised mediators (leader-member exchange and organizational justice). Design: A cross-sectional multisite-matched study. Setting: A questionnaire was distributed to nurses and nurse assistants of twelve nursing homes in Flan-ders (Belgium). Six matched pairs of nursing homes were formed, each containing a nursing home that uses self-scheduling (for at least one year) and one that uses fixed scheduling. Participants: The study sample included 308 nurses and nurse assistants, of which 160 surveys were from nursing homes using fixed scheduling, versus 148 surveys from nursing homes using self-scheduling. Methods: Using a double robust fixed effects regression model adjusted for the propensity score, the total effect of self-scheduling compared to fixed scheduling was analysed on the proposed outcomes. Subse-quently, a (multiple) mediation analysis was performed. Results: If all people would have used self-scheduling instead of fixed scheduling, on average a significant decrease in the mean procedural justice score (estimated mean difference =-0.20, 95% CI-0.36 to -0.05) would be found. There is a significant negative direct effect (estimated mean difference =-0.12, 95% CI-0.21 to-0.03) and indirect effect via the mediator leader-member-exchange (estimated mean difference =-0.08, 95% CI-0.15 to-0.01) on procedural justice. In addition, significant negative indirect effects of self-scheduling were found via the mediator leader-member exchange on all the investigated outcomes. Conclusion: Drawing up the work schedule is perceived as less fair in the case of self-scheduling. Further-more, self-scheduling has a negative indirect effect on several work attitudes as a result of the changed relationship between the head nurse and the employees. The increase in task variety and decision-making autonomy for the employees and the altered leadership role of the head nurse can have a major impact on the dynamics of the entire team. (c) 2021 Elsevier Ltd. All rights reserved.
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