Constructing a Commitment Scale and Developing a Model of Organizational Commitment for IT Industry in Eastern India

Bihani, Punam; Kundu, Kaushik; Banerjee, Sharmistha; Sarkar, Dev Narayan

doi:10.20968/rpm/2019/v17/i1/145644

Cited by 2 publications

(3 citation statements)

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“…This dimension was adopted by Meyer and Allen’s (1991) tri-component model. This scale is the most widely used and dominates the organizational commitment research (Paul et al , 2016; Bihani et al , 2019). AC scale consisted of eight items (e.g.…”

Section: Methodsmentioning

confidence: 99%

“…Some studies have significantly linked commitment with turnover intentions of employees, job satisfaction and organizational citizenship behaviour (Jamal, 2011; Khan, 2010; Lee et al , 2010; Devece et al , 2016; Luz et al , 2018). AC also called as attitudinal component (Mowday et al , 1979) is one of the most researched components in organizational behaviour research (Riketta, 2002: Mathieu and Zajac, 1990; Meyer and Allen, 1997; Bihani et al , 2019). Most of the research linking commitment to justice has stressed on AC (Meyer and Smith, 2000; Naim and Lenka, 2017) because AC is not only beneficial for employees but also for organizations (Meyer et al , 2002); moreover, it exerts a strong influence on general attitudes and behaviours at work (Allen and Meyer, 1996; Meyer et al , 2002; Hislop, 2003).…”

Section: Affective Commitmentmentioning

confidence: 99%

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Performance appraisal justice and affective commitment: examining the moderating role of age and gender

Rana

Singh

2021

IJOA

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Purpose Performance appraisal (PA) is one of the most indispensable human resource management practices as many critical decisions regarding employees’ performance are heavily based on the PA results as they are responsible for various attitude-related outcomes. This study aims to investigate the relationship between PA justice and affective commitment (AC) of employees in the Indian banking sector, and to examine the moderating effects of age and gender on this relationship. Design/methodology/approach A total of 298 employees from the banking sector were randomly selected to examine the relationship between PA justice and AC along with the moderating role of age and gender on this relationship through structural equation modelling using AMOS 21. Findings The findings of the study supported hypothesized relationships as PA justice significantly predicted the AC of bank employees in India. The moderating effects of age and gender on the relationship of PA justice and AC are found to be high for older employees and female employees, respectively. Research limitations/implications As the present study was cross-sectional, so any inferences regarding causality are limited. Theoretical and managerial implications have been discussed in the context of banking sector. Originality/value The paper contributes new insights to the existing literature by examining the moderating effects of age and gender on the relationship of PA justice and AC in the context of Indian banking sector.

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Section: Methodsmentioning

confidence: 99%

Section: Affective Commitmentmentioning

confidence: 99%

Performance appraisal justice and affective commitment: examining the moderating role of age and gender

Rana

Singh

2021

IJOA

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“…Items for measuring managerial support training were adapted from Noe and Wilk (1993), whereas items for measuring social support training were adapted from Noe and Wilk (1993), as well as Newman et al (2011). To measure affective commitment, items were adapted from Paul et al (2016) and Bihani et al (2019), and for calculative commitment, items were adapted from Gilliland and Bello (2002) and Liu et al (2010). Items from Woods et al (2018) and Dediu et al (2018) were adapted for the construct of employees’ innovative behavior (idea generation and implementation).…”

Section: Methodsmentioning

confidence: 99%

Training Perception and Innovative Behavior of SME Employees: Examining the Mediating Effects of Firm Commitment

Jalil¹,

Ullah²,

Ahmed

2021

SAGE Open

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Many critical decisions about an employee’s innovative performance are significantly based on the training results, as they are accountable for a variety of behavioral-related consequences. Training is among the most important human resource management strategies. The aim of this study is to examine the relationship between employees’ perceptions of training and their innovative behavior in the Malaysian SME sector, as well as the mediating effect of affective and calculative commitment on this relationship. Structured questionnaires were used to collect the data. A total of 635 employees from 200 SMEs were selected through a stratified random sampling method, and structural equation modeling was applied to test the relationship. The findings of the study supported the hypothesized relationships, as training in Malaysia significantly engaged SME employees in innovative behavior. Furthermore, the study discovered that affective and calculative commitment have partial mediating effects on the association between training and innovative behavior. In the context of the SME sector, theoretical and managerial implications have been addressed. The originality of the study is that it examines the relationship between employees’ perceptions of training and their innovative behavior in SMEs. The relationship was measured using a multidimensional approach in the study. The research also adds to the body of knowledge by identifying the mediating effect of affective and calculative commitment.

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Constructing a Commitment Scale and Developing a Model of Organizational Commitment for IT Industry in Eastern India

Cited by 2 publications

References 40 publications

Performance appraisal justice and affective commitment: examining the moderating role of age and gender

Performance appraisal justice and affective commitment: examining the moderating role of age and gender

Training Perception and Innovative Behavior of SME Employees: Examining the Mediating Effects of Firm Commitment

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