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This paper presents a contemporary review of the term commitment from an organisational perspective. The paper highlights the typology of employee commitment and of organisational commitment. Organisational commitment is a subset of employee commitment, which is comprised of work commitment, career commitment and organisational commitment. Organisational commitment, in turn, can be subdivided into affective commitment, continuance commitment and normative commitment. As a combination of both attitudinal and behavioural approaches, organisational commitment is defined as employees' acceptance, involvement and dedication (AID) towards achieving the organisation's goals. It is the willingness of employees to accept organisational values, and goals, and to work towards achieving these; to be fully involved, and participate, in all the activities, both work and non-work related, of the organisation; and to dedicate time, and effort, towards the betterment of the organisation.

PurposeThe study aims to examine the relationship between innovative work behaviour (IWB) and JP amongst physicians in Iraq public hospitals. The study also determines the effects of creative self-efficacy (CSE) and humble leadership (HL) on IWB. Besides, the study investigates the mediating role of IWB on the relationship between CSE and JP as well as between HL and JP.Design/methodology/approachA total of 332 respondents participated in the survey, although 173 responses were utilised after data screening. The study employs the structural equation modelling via partial least squares (PLS-SEM) to ascertain the relationship between the variables.FindingsEvidence from the study indicates that IWB has a positive relationship with JP, whilst CSE and HL are significant determinants of IWB amongst physicians in Iraq public hospitals. The study provides evidence that IWB plays a positive mediating role in the relationship between CSE and JP as well as between HL and JP amongst physicians in Iraq public hospitals.Originality/valueThe study implies that the JP of physicians in Iraq public hospitals can be enhanced by IWB, whilst the latter can be improved by CSE and HL. The influences of CSE and HL on JP can be boosted by IWB. Hence, efforts to promote IWB should be vigorously pursued by Iraq public hospitals to foster the physicians' JP.

Purpose The purpose of this study is to investigate the relationship between innovative work behavior and job performance among physicians in Iraq’s public hospitals. It also quantifies the impact of employees’ dynamic capabilities on innovative work behavior. It further examines the mediating role of innovative work behavior in the relationship between dynamic capabilities and of employees’ job performance. Design/methodology/approach The survey had a total of 332 respondents, but only 173 responses were used after data screening. To determine the relationship between the variables, the study uses structural equation modeling via partial least squares (PLS-SEM). Findings This study indicates that innovative work behavior has a positive relationship with job performance among physicians in Iraq’s public hospitals. It also reveals that employees’ dynamic capabilities are important determinants of innovative work behavior. This research further shows that innovative work behavior has a positive mediating role in the relationship between dynamic capabilities and job performance among physicians in Iraq’s public hospitals. Originality/value This study implies that innovative work behavior can improve physicians’ job performance while the employees’ dynamic capabilities can improve innovative work behavior. Besides, innovative work behavior can amplify the impact of employees’ dynamic capabilities on job performance. Thus, Iraq’s public hospitals should make a concerted effort to promote innovative work behavior to improve physicians’ job performance.

This study examined the implementation of Enterprise Risk Management (ERM) on firm performance of Public Listed Companies (PLCs) on main market in Bursa Malaysia based on COSO (2004) ERM Integrated Framework. In addition, this study also investigated the moderating role of Board of Directors' (BODs) monitoring, firm complexity and firm size of the implementation of ERM on firm performance. Questionnaire survey was adopted as the research methodology for this study. Total of 103 questionnaires were successfully collected through mail questionnaire from PLCs. The data was analyzed by using Partial Least Squares and Structural Equation Modeling Tool (Smart-PLS 2.0 M3). Based on the analysis, implementation of ERM was found to have significant influence on firm performance. In addition, monitoring by BODs, firm size and firm complexity were found to significantly influence the relationship between ERM implementation to firm performance. The findings from this study enable organizations to better understand the status of their ERM implementation and assist them in identifying areas of improvement with regards to the processes within each ERM elements. It also contributes to the literature on the importance of good governance within ERM framework in organizations.

Based on the features assessment criteria of each mobile medical application, Lexicomp, Epocrates, Micromedex, and Drugs.com are the apps that scored the highest. Epocrates and Micromedex are useful for checking drug interactions. In addition, some of the apps have additional features for the DoReADI criteria, for example, dose calculator and interaction classification.

This study explores the major factors contributing to organizational commitment among engineers in Malaysia. It identifies the effects of certain antecedents on organizational commitment and evaluates the impact of organizational commitment to organizational outcomes. From the literature review, a theoretical foundation for the study was compiled and two hypotheses were established. Firstly, positive employee perception leads to higher organizational commitment. Secondly, higher organizational commitment brings positive organizational outcomes. A questionnaire survey of Malaysian engineers established that employee perception and attitudinal characteristics have a significant influence on organizational commitment, while organizational commitment and behavioral characteristics directly affect organizational outcomes. The research demonstrates that positive employee perception enhances organizational commitment, which, in turn, leads to positive organizational outcomes

Employee engagement can be regarded as the emotional connection an employee feels toward his or her employment organization, which tends to influence his or her behaviors and level of effort in work related activities. The objective of the study is to determine the work antecedents of employee engagement. The work antecedents considered in the study are perceived role benefits, job autonomy and strategic attention. Sample comprises of 129 employees of it industry. Simple linear regression was used to analyze the data. The results prove that all the three work antecedents were proved to positively predict employee engagement. Perceived role benefit and job autonomy are the major predictors of employee engagement. Hence the organization needs to emphasis on providing a growth focused work environment for the employees to become more engaged.