The effects of employee services on organizational commitment and intentions to quit

Abstract

PurposeThe purpose of this paper is to examine the effects of the provision of employee services on employees' organizational commitment and their intentions to quit as well as their underlying reasons.Design/methodology/approachThe paper shows that questionnaires were administered at two organizations in Singapore to evaluate employees' attitudes resulting from the provision of employee services. Mediator regression analyses and structural equation modeling were used to test the relationships between the provision of employee services with construed external image of the organization, valence for employee services, organizational identification, organizational commitment, and intentions to quit.FindingsThe paper found that positive employee attitudes arising from the provision of employee services were the result of a positive construed external image of the organization. It also shows that, when employees perceived that outsiders viewed their organization positively, their level of identification with their organization increased.Research limitations/implicationsThe paper did not find a significant relationship between employees' valence for employee services and organizational identification, implying that receiving tangible benefits was less important to employees than working for an organization that is viewed positively by outsiders.Practical implicationsThe results in this paper suggest that employees' attachment to their organization is enhanced when they perceive that outsiders view their organization positively.Originality/valueThe results in the paper were explained in terms of social identity theory, which suggest that firms must continually invest in socially responsible activities and practices to create a positive corporate image. Employees' perceptions pertaining to how stakeholders view their organization affect their work attitudes.

Corporate Social Responsibility and Employee–Company Identification

“…Identification causes employees to become psychologically attached to, care about, and commit to their organizations (Bhattacharya and Sen, 2003;Dutton et al, 1994;Lee et al, 2008). Therefore, we establish the following hypothesis:…”

The Customer Citizenship Behaviors of Food Blog Users

“…The results show that employee-company identifications are related to commitment in the positive direction. Lee, Lee, and Lum [63] examined the effects of the provision of employee services on employees' organizational commitment and their intentions to quit as well as their underlying reasons. The result shows that employee services enhanced organizational identification, which enhanced organizational commitment and lowered intentions to quit.…”

Investigating the effect of work life quality and social capital on the organizational commitment

“…Therefore, in the present research, the impact of work life quality and social capital on the organizational commitment of the tax affairs organization̕ s staff of Lorestan province has been studied. Lee et al (2008 ), Johnsrud and Rosser (2002), Channg and Lee (2006), it can be noted that each of the above mentioned cases in the work life quality can improve the performance and the organizational commitment of the staff remarkably. Also, the results from the other hypothetical test of this research showed that social capital is effective on the organizational (affective, continuous, and normative) commitment of staff so that in the internal and external researches like Seyed Nagavi and Bahar (2009), Khorshid (2012), Macke et al (2012), Kang (2012), this fact was the same and not only the tax affairs organization̕ s staff of Lorestan province can increase the staff ̕ s social capital and improve the staff ̕ s life quality and finally improve their organizational commitment but also the personnel and managers of the other organization can perform this by employing the suitable approaches.…”