Co-operative difference and organizational commitment: The filter of socio-demographic variables

Marcoux, Gilles; Guihur, Izold; Leclerc, André

doi:10.1080/09585192.2018.1504105

Cited by 12 publications

(13 citation statements)

References 48 publications

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“…These unions act in enabling access to credit for a wide variety of social classes, which promotes economic growth and local development at various levels, including in the Brazilian context (Favalli et al, 2020). The operational principles of the World Council of Credit Unions (WOCCU) highlight the role of these organizations in promoting human and social development, contemplating aspects such as the commitment of credit unions to hiring and retaining a qualified workforce, as well as promoting the well-being of members/leaders/employees (Marcoux et al, 2021;Mathuva et al, 2017).…”

Section: Context Of the Population Data Collection And Samplementioning

confidence: 99%

Effects of informal controls and psychological empowerment on job satisfaction

Cruz

Frare

Accadrolli

et al. 2022

Rev. contab. finanç.

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The aim of this article was to investigate the effects of informal controls on psychological empowerment and job satisfaction. Despite previous studies having analyzed the role of certain management control systems in individual results, such as psychological empowerment and job satisfaction, the evidence on informal controls within this context is inconclusive. Credit union systems play a considerable role in economic growth, regional development, and employability. We therefore explore the perception of directors and managers of business units of one of the biggest cooperative systems regarding the informal controls used. Considering that job satisfaction has a series of implications for organizations (for example in employee loyalty and job performance), it is important to understand its determinants. The literature points to the growing concern among contemporary organizations about informal controls. Various studies focus on understanding the role of these controls and their respective effects on organizational and individual behaviors. From the individual perspective, there is a need to analyze the indirect effects of management controls on individual aspects by means of psychological variables. Thus, this study provides new evidence on informal controls in organizations by exploring the intervening role of psychological empowerment and the (beneficial) effects on job satisfaction. In addition, the study provides a methodological contribution to the national research on management control by adding an analysis based on mixed methods. A survey was applied to directors and managers of business units of one of the biggest credit union systems in Brazil. The data were analyzed using a mixed methods approach: partial least squares structural equation modeling and fuzzy-set qualitative comparative analysis. Informal controls are directly and indirectly associated (via empowerment) with job satisfaction. Moreover, the findings indicate more than one solution for high job satisfaction.

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Section: Context Of the Population Data Collection And Samplementioning

confidence: 99%

Effects of informal controls and psychological empowerment on job satisfaction

Cruz

Frare

Accadrolli

et al. 2022

Rev. contab. finanç.

View full text Add to dashboard Cite

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“…While most of the previous studies have considered commitment as a unidimensional construct (Garbarino and Johnson, 1999;Morgan and Hunt, 1994), a multidimensional view provides a more elaborated and in-depth form of understanding (Gundlach et al, 1995). Three categories of commitment (affective, continuance or calculative and normative), as suggested by Allen and Meyer (1990), are widely accepted by commitment scholars (Marcoux et al, 2018;Kemp and Poole, 2017). Calculative commitment is based on cost and benefit calculations; affective commitment refers to psychological attachment and normative commitment means moral responsibility to be committed with a firm (Allen and Meyer, 1990).…”

Section: Literature Reviewmentioning

confidence: 99%

The dynamic role of rapport on satisfaction–commitment relationship

Fatima

Mascio

Quazi

et al. 2020

IJBM

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PurposeThis study aims to capture the mediation role of customer–frontline employee rapport on customer satisfaction and affective, calculative and normative commitment by using three alternative models. It also verifies the moderation effect of relationship age on the rapport-satisfaction link in each alternative model.Design/methodology/approachThe survey data collected from bank customers were analyzed using structural equation modeling (SEM) with the partial least square (PLS) method.FindingsResults confirmed rapport as a significant mediator between satisfaction and each of the three types of commitment. Relationship age significantly moderates the links between rapport to affective and normative commitment but not to calculative commitment.Research limitations/implicationsAdditional findings from “importance–performance analysis” suggest that satisfaction is more import to customers than rapport for developing commitment, so further investigations can reveal the underlying reasons. Also, complementary mediation shows one or more missing mediators, which calls for future research.Practical implicationsManagers need to use rapport strategically with customers in different relationship ages to build different types of commitment. Specific tactics to build rapport and possible long run implications for developing affective, calculative and normative commitment have been discussed in the “note to practitioner” section.Originality/valueUsing “broaden-and-build” theory, the study extends the literature by confirming the mediation influence of rapport on satisfaction and three types of commitment relationships.

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“…A study of the demographic factors affecting lecturers' OC revealed a low correlation between years of work and continuance commitment (Viêt, 2015). Marcoux et al (2018) also found more experienced employees to exhibit affective and normative commitments than those with less experience.…”

Section: Years Of Service and Affective Normative And Continuance Commitmentmentioning

confidence: 85%

Job satisfaction and organizational commitment: experiences of family-owned hotels in Ho, Ghana

Appaw-Agbola

Mensah

Kugbonu

2021

AJHTM

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The study investigates the interplay between demographic variables, job satisfaction and organisational commitment among workers in family-owned hotels in Ho, Ghana. A convenience sample of 280 employees selected from 45 facilities participated in the study by completing self-administered questionnaires. Descriptive statistics and PLS-SEM were used to analyse the data. Path results showed a positive and significant association between extrinsic job satisfaction and affective and continuance commitment. There was a significantly positive association between intrinsic satisfaction and affective and normative commitment. Furthermore, employees within the age group of 30-40 years exhibited higher levels of intrinsic satisfaction and affective commitment compared to those in the 45-50-year age group. The findings of the study provide important implications for family-owned hotels. Managers and proprietors of family-owned hotels must embark on strategies that will help to improve extrinsic and intrinsic satisfaction as well as affective and normative commitment.

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Co-operative difference and organizational commitment: The filter of socio-demographic variables

Cited by 12 publications

References 48 publications

Effects of informal controls and psychological empowerment on job satisfaction

Effects of informal controls and psychological empowerment on job satisfaction

The dynamic role of rapport on satisfaction–commitment relationship

Job satisfaction and organizational commitment: experiences of family-owned hotels in Ho, Ghana

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