Search Results (172)

Background/Objectives: The stability of caregiver manpower plays a crucial role in the operation of long-term care institutions. This study adopts Social Exchange Theory as the theoretical foundation to construct the psychological mechanism through which organizational commitment and work value influence retention intention via job involvement. Against the backdrop of Taiwan’s intensifying aging society and the increasing service demands of the veterans’ support system, Veterans Homes have gradually become indispensable within the long-term care system. Therefore, the primary objective of this study is to explore the formation mechanism of retention intention among caregivers in Veterans Homes. Methods: Data analysis was conducted using structural equation modeling, with 447 valid samples collected from caregivers across 16 Veterans Homes in Taiwan. Results: The results indicate that, in the process of forming retention intention, job involvement serves as a mediator between organizational commitment and work value on retention intention and demonstrates significant mediating effects. Conclusions: These findings suggest that when caregivers perceive value realization and organizational identification in their work, they are more likely to exhibit active engagement, thereby strengthening their tendency to remain employed. Furthermore, the study reveals that the effect of organizational commitment on job involvement is stronger than that of work value, indicating that exchange motives triggered by emotional bonds carry greater implications for retention. In conclusion, organizational support and personal value perceptions stimulate emotional engagement, which further influences caregivers’ decisions to remain in long-term service and ultimately shape their retention behavior. Full article

Background/Objectives: Toxic leadership has arisen as a matter of serious concern within the nursing profession, with growing evidence linking it to diminished job satisfaction, ineffective conflict management, and weakened organizational commitment. These effects not only compromise nurse retention but also threaten the quality of patient care and overall healthcare outcomes. This scoping review aimed to examine the impact of toxic nursing leadership on staff retention by synthesizing evidence from existing literature and a broad range of published studies. Methods: A comprehensive literature search was conducted across multiple databases, including PubMed/MEDLINE, Scopus, CINAHL and Science Direct databases yielding 1356 articles. Of these, 18 met the predefined inclusion criteria. The scoping review followed the six-stage methodological framework proposed by Arksey and O’Malley. Thematic analysis identified two core categories: (a) key dimensions shaping perceptions of toxic leadership and (b) the impact of toxic leadership on nursing staff retention. Results: The findings reveal that toxic leadership contributes to organizational silence, emotional exhaustion, diminished psychological safety, and low professional commitment. Such behaviors not only jeopardize nurse engagement and productivity but also negatively affect patient safety and care quality. In contrast, leadership styles such as transformational and transactional leadership are associated with higher job satisfaction, reduced burnout, and improved retention outcomes. Conclusions: This review underscores the need for healthcare organizations to identify and address toxic leadership behaviors promptly. By promoting supportive and ethical leadership styles, institutions can foster a healthier workplace, improve nurse retention, and ultimately enhance the quality of care. The study offers practical implications for healthcare administrators, emphasizing leadership development. Full article

This study examines the impact of job commitment on the adoption of strategic entrepreneurship within organizations, with leadership support considered as a moderating variable. Focusing on information technology companies in Jordan, we integrate perspectives from organizational behavior and strategic management to explore how employees’ commitment (affective, normative, continuance) influences their engagement in entrepreneurial initiatives, and whether supportive leadership environments amplify this effect. This study draws on social exchange theory and organizational support theory to propose that committed employees will reciprocate the organization’s support by innovating and taking initiative, especially when they feel backed by leadership. A quantitative survey was conducted, gathering 384 valid responses from employees across Jordan’s IT sector. Data were analyzed using structural equation modeling. The findings reveal that all three forms of commitment positively affect the propensity to engage in strategic entrepreneurship, with affective commitment showing the strongest link. Notably, leadership support significantly moderates these relationships: in high-support contexts, committed employees exhibit substantially greater entrepreneurial behavior. These results indicate that committed employees are more likely to pursue innovative ideas and strategic opportunities, especially when leaders encourage and back their efforts. Theoretical implications include an enhanced understanding of commitment’s role in corporate entrepreneurship and the contingent value of leadership, while practical implications suggest actionable steps for IT firms and others in emerging economies to stimulate innovation. This research contributes to the literature by highlighting human and leadership factors as key drivers of strategic entrepreneurship in organizational settings, and by providing empirical evidence from the Middle East context. Full article

This study investigates how resilience and multidimensional happiness at work (HAW), comprising work engagement, job satisfaction, and affective organizational commitment, contribute to grit among employees in high-pressure service environments. Drawing on Fredrickson’s Broaden-and-Build Theory, we test a model using data collected in 2024 from 293 employees at an international airport in Cyprus. Structural equation modeling reveals that resilience significantly enhances both grit and all three HAW dimensions. Among them, affective commitment emerged as a key mediator linking resilience to grit, while job satisfaction showed a surprising negative effect on grit. These findings highlight the importance of fostering eudaimonic rather than purely hedonic well-being to build sustainable motivation in emotionally demanding roles. Our results contribute to the sustainable work and well-being literature by positioning resilience and commitment as psychological resources that support organizational adaptability and long-term employee performance. This study offers actionable insights for leadership, HR strategy, and the promotion of sustainable workplace cultures, particularly in aviation and airport operations, where employee well-being directly impacts safety, service quality, and crisis readiness. Full article

This paper explores how school culture and key organizational culture dimensions, power distance, humane orientation, performance orientation, and in-group collectivism, affect different types of conflict (task, relationship, and process) in primary schools in Serbia. It also examines how gender and teachers’ organizational commitment moderate these relationships. Data were obtained by surveying 380 respondents, all of whom were primary school teachers in Serbia. The participants were between 23 and 65 years old. Of the total sample, 19.47% were male, and 80.53% were female. The mean values ranged from 1.8046 to 4.9847, with standard deviations between 0.7699 and 1.4785. The research was conducted using a simple random sampling technique. Teachers were given questionnaires through Google Forms, which they completed online. Printed versions were also distributed and later entered into the database. The study was guided by two research questions and two hypotheses. Data analysis was performed using SPSS (Statistical Package for the Social Sciences). The findings reveal that the school culture dimension of teacher professionalism and goal setting (r = −0.297 **; β = −0.496) and the organizational culture dimension of humane orientation (r = −0.303 **; β = −0.198) have the most substantial negative effects on conflict, indicating their beneficial role in reducing it. In contrast, power distance shows a strong positive relationship with conflict, particularly with relationship conflict (r = 0.230 **; β = 0.201). Additionally, excessive emphasis on teacher collaboration and performance orientation appears to increase relationship conflict (β = 0.226; β = 0.261, respectively). Gender differences emerged: cultural dimensions were more effective in reducing conflict among women than men. Among male teachers, power distance had a stronger influence, significantly increasing task conflict (r = 0.303 **). The school culture and organizational culture dimensions significantly reduce the conflict dimensions in the case of high teacher commitment. The dimension power distance has a statistically significant and positive effect on conflicts when organizational commitment is high (r = 0.247 **). Therefore, school culture and organizational culture dimensions achieve stronger effects in committed women, while power distance achieves stronger effects in committed men. Full article

This study investigates the creators, effects, and inhibitors of technostress among STEM teachers, addressing a critical yet underexplored issue in the digitalization of education. Grounded in the technostress model and the job demands–resources (JD-R) model, the study examines the relationships among technostress creators, burnout, organizational effects (job satisfaction, organizational commitment, and work performance), and technostress inhibitors. A cross-sectional survey was conducted with 378 STEM teachers from Zhejiang Province, China. Structural equation modeling (SEM) was employed to test the hypothesized paths. The results revealed that technostress creators significantly increased teacher burnout and negatively affected organizational commitment and work performance. Burnout mediated the impact of technostress creators on job satisfaction and organizational commitment. Technostress inhibitors were found to alleviate burnout, mitigate technostress creators, and enhance STEM teachers’ commitment. These findings validate the applicability of the technostress model in the context of K–12 STEM education in China and highlight the importance of organizational mechanisms for supporting teacher well-being and performance. The study contributes to both theory and practice by proposing an integrative model of technostress and offering actionable recommendations for school leadership to effectively manage technostress. Full article

This inquiry articulates a conceptually cohesive framework to explore the interplay between ethical leadership–affective commitment, particularly in settings characterized by socio-environmental volatility. Central to the analysis is the examination of how ethical climate functions as a psychological conduit and how psychological empowerment modulates this pathway. Empirical validation was carried out with a sample of 448 employees (175 women, 273 men) from Colombia’s electricity sector, a context where institutional fragility elevates the salience of ethical practices. The study employed structural equation modeling to test the model’s robustness. Results underscore that ethical leadership cultivates a benevolent ethical climate, which in turn reinforces affective commitment. Importantly, this sequence is not fixed but is contingent upon psychological empowerment. The influence of ethical leadership on ethical climate and especially on affective commitment is amplified when empowerment is high; likewise, the ethical climate–affective commitment link becomes more salient under elevated empowerment conditions. These findings highlight the influence of ethical dynamics in organizations. Beyond model validation, this research contributes to broader conversations on social sustainability. Ethical leadership is shown to foster organizational climates rooted in fairness, stakeholder sensitivity, and moral coherence—factors essential for long-term institutional legitimacy. In environments such as Colombia’s electricity industry, where governance infrastructures are evolving, such leadership emerges as a necessary condition for rebuilding trust and promoting shared ethical standards. Accordingly, this study advocates for the systematic cultivation of ethical leadership as a means to enhance organizational loyalty and public credibility. The theoretical model presented here offers fertile ground for cross-cultural replication and further inquiry across industries in emerging economies. Full article

Peer voice endorsement, an emerging focus in voice research, is recognized for its important role in enhancing work efficiency. This study aims to examine the impact of perceived organizational politics on peer voice endorsement. It also explores the underlying mechanisms by developing a model based on the cognitive-affective personality system theory. Study data were collected in three waves from 226 full-time employees in China. The hypotheses were examined using SPSS 25.0 and the PROCESS macro. Empirical results indicate that perceived organizational politics negatively affects both psychological safety and affective commitment. Psychological safety and affective commitment also play a facilitating role in peer voice endorsement. Moreover, these two factors serve as mediators in the relationship between perceived organizational politics and peer voice endorsement. By highlighting the pivotal role of perceived organizational politics, this study offers valuable insights into its implications for peer voice endorsement. It further underscores the significance of psychological safety and affective commitment, demonstrating their essential function in cultivating a work environment that encourages peer voice endorsement. Full article

This study explores the factors driving employees’ sustainability-switching behaviors (SSBs) by integrating the Push, Pull, and Mooring (PPM) model with the Theory of Reasoned Action (TRA). A quantitative, cross-sectional survey was conducted with a convenience sample of 132 professionals actively involved in organizational sustainability initiatives across diverse industries and global regions. The findings reveal that leadership commitment significantly fosters both affective and normative employee commitments, with normative commitment positively influencing SSB. Surprisingly, organizational trust showed a negative impact on SSB, suggesting that employees may delegate responsibility for sustainability to the organization when trust is high. Inertia emerged as a strong barrier to behavioral change, independently inhibiting sustainability efforts. The study highlights the complex dynamics among leadership, trust, and inertia, offering practical insights for organizations aiming to foster sustainability. Addressing inertia directly and promoting shared responsibility for sustainability are critical for successful organizational transitions. Future research should explore the psychological mechanisms behind inertia and further investigate the paradoxical role of trust in sustainability initiatives. Full article

Insider threats pose significant challenges to organizations, seriously endangering information security and privacy protection. These threats arise when employees with legitimate access to systems and databases misuse their privileges. Such individuals may alter, delete, or insert data into datasets, sell customer or client email addresses, leak strategic company plans, or transfer industrial and intellectual property information. These actions can severely damage a company’s reputation, result in revenue losses and loss of competitive advantage, and, in extreme cases, lead to bankruptcy. This study presents a novel solution that examines how organizational factors such as job satisfaction and security, organizational support, attachment, commitment, involvement in information security, and organizational norms influence employees’ attitudes and intentions, thereby mitigating insider threats. A key strength of this research is its integration of two foundational theories: the Social Bond Theory (SBT) and the Theory of Planned Behavior (TPB). The results reveal that job satisfaction and security, affective and normative commitment, information security training, and personal norms all contribute to reducing insider threats. Furthermore, the findings indicate that employees’ attitudes, perceived behavioral control, and subjective norms significantly influence their intentions to mitigate insider threats. However, organizational support and continuance commitment were not found to have a significant impact. Full article

This study examines the relationship between organizational commitment and administrative management within a public service institution operating in an emerging governance context. Grounded in the three-component model of organizational commitment (affective, continuance, and normative) and classical administrative theory (planning, organizing, directing, and controlling), the research investigates how internal psychological bonds among frontline personnel influence institutional performance. A quantitative, cross-sectional, non-experimental design was applied, surveying 30 operational police officers using validated Likert-scale instruments. The results reveal a strong and statistically significant positive correlation between organizational commitment and administrative management (Spearman’s ρ = 0.775, p < 0.01), with normative commitment displaying the highest effect size (ρ = 0.812). These findings underscore the critical role of ethical obligation, loyalty, and affective alignment in enhancing managerial coherence and institutional responsiveness. The study contributes to ongoing debates on public sector reform and strategic human capital management by emphasizing the need for emotionally engaged and ethically anchored personnel. It aligns with Sustainable Development Goals (SDGs) 16 (Peace, Justice, and Strong Institutions) and 8 (Decent Work and Economic Growth), promoting inclusive, accountable governance and resilient administrative practices in resource-constrained environments. Full article

Today, businesses operate to maintain their assets sustainably and profitably, but they face resource scarcity and environmental problems. In order to overcome this problem, businesses should focus on environmental, social, and economic development while considering the environment. In this context, green human resource practices and sustainable leadership, which have emerged from green management philosophy, increase the environmental awareness of businesses and support them in protecting resources while also positively affecting many human resource metrics, such as performance and commitment at the business level. In recent years, definitions have been established, and scales have been developed within the scope of green human resource and sustainability leadership research, which has been a subject of interest in the relevant literature. Because studies measuring the effects of green human resource management (HRM) and sustainable leadership at the business level are rare, this work is important as it provides resources for further research. In this context, this research aimed to analyze the effects of green human resource management practices and sustainable leadership on employee commitment. In order to reach a general judgment about a system consisting of a large number of people and find answers to the research questions, the general screening model, which allows for single or relational screenings over the entire system or a group of samples to be taken from it, was selected. The correlational model, a type of quantitative research model, was used to examine the relationships between the variables within the scope of this research. According to the results, the effects of green HRM practices on organizational commitment change significantly through the mediation of sustainable leadership. The findings reveal that, for organizations seeking to foster a sustainable business culture, merely implementing green policies is insufficient; leaders must also embody these practices and motivate their workforce. Such an integrated strategy enhances both ecological sustainability and employee commitment, thereby securing a lasting competitive edge. Full article

Considering that the impacts of task crafting on task performance are not uniform and may depend on goal congruence, this study attempted to explore the roles of affective commitment in individual–organizational goal congruence and strategic alignment in job–organizational goal congruence. Drawing on conservation of resources theory, we anticipated that affective commitment as a motivational resource and strategic alignment as an organizational resource would be critical levers for task crafting to affect task performance. Using a time-lagged design with two data-collection points, we conducted a multilevel analysis of data from 138 subordinates and 50 supervisors. As a result, we found that task crafting had the strongest positive effect on task performance when both affective commitment and strategic alignment were high. This study offers new insights regarding task crafting by identifying how employees can be effectively proactive. It also expands the theoretical application of conservation of resources theory by specifying how different types of resources interact to improve performance. Full article

Businesses in the hotel and hospitality sectors face significant challenges when they lack originality and creativity. Creativity and innovative behavior are both necessary to increase employee effectiveness. This study aims to investigate how psychological empowerment (PEMP) directly affects employee creativity (EC) and affective commitment (AC) in the Saudi hotel industry. Additionally, this study examines the moderating function of psychological safety (PS) and the mediating role of affective commitment. Data were collected through an online cross-sectional survey of a purposive sample of 536 operational staff at hotels in the Eastern Region of Saudi Arabia. Structural equation modeling was used to test the proposed framework (PLS-SEM). Surprisingly, these findings revealed no significant direct effect of PEMP on EC. However, AC has emerged as a crucial mediating mechanism through which PEMP indirectly fosters creativity. Furthermore, psychological safety (PS) is found to moderate the PEMP–EC relationship, enhancing its impact under favorable conditions. These results highlight the theoretical and practical significance of emotional commitment as a conduit for empowering employees to engage in creative behavior. This study offers new insights into how psychological and organizational factors interact to shape creativity in the hospitality context. Full article

This study explores employees’ perceptions of the Office of the Premier in the North West regarding their level of organizational commitment. Using questionnaires to collect qualitative data, a sample of 214 employees, ranging from entry-level to senior management, from the Office of the Premier in the North West Province were gathered. Data were analyzed using SPSS 2011 software. The overall findings show that younger respondents aged 25–34 had an emotional connection to the organization, which aligns with the existing literature. Furthermore, this age group indicated that one of the primary reasons for continuing to work in their department was that leaving would require considerable personal sacrifice, showing that the more committed the employee becomes, the lower the chance of them leaving. Notably, the empirical evidence further reveals that female employees were less likely than male employees to talk openly about their organization. Gender being a factor for employees talking openly about the organization implies that the management must pay attention to gender dynamics across all levels of the organization and ensure that gender representativeness is achieved. This study significantly contributes to the literature on organizational commitment by providing pertinent information regarding organizational commitment based on age, gender, and tenure. Full article