The short form of the Workplace Affective Commitment Multidimensional Questionnaire (WACMQ-S): A bifactor-ESEM approach among healthcare professionals

Perreira, Tyrone; Morin, Alexandre J. S.; Hebert, Monique; Gillet, Nicolas; Houle, Simon A.; Berta, Whitney

doi:10.1016/j.jvb.2017.12.004

Cited by 101 publications

(96 citation statements)

References 110 publications

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“…affective) with ACS, ACO reflects different foci and these two forms of attachment do constitute two different constructs with different effects (Vandenberghe & Bentein, 2009). Indeed, recent research showed workplace affective commitment to have a complex multifocal structure and supported the importance of considering specific affective commitment foci separately for they have unique relations with health care workers' attitudes and behaviours, beyond their global levels of general worklife affective commitment (Perreira et al, 2018).…”

Section: Indirect Effectsmentioning

confidence: 98%

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

et al. 2018

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Aim This research investigated the relationship between perceived career opportunities, affective commitment to the supervisor, and social isolation from colleagues on the one hand and nurses’ well‐being and turnover intentions on the other. In addition, this study explored the mediating role of affective commitment to the organisation in these relationships. Background Previous research suggested that organisational commitment explained the effect of nurses’ work environment on their turnover intentions. However, less is known about how organisational commitment may contribute to explain nurses’ well‐being. Method This research used a cross‐sectional design. A sample of 244 nurses completed a questionnaire survey. Results Results indicated that affective commitment to the organisation partially mediates the relationships between perceived career opportunities, affective commitment to the supervisor, and social isolation on one hand, and turnover intentions and well‐being on the other hand. Conclusion This study showed that the way nurses assess various aspects of their work experience transposes to their emotional bond to their organisation, which in turn explains their well‐being and turnover intentions. Implications for nursing management This paper identifies factors that could contribute to reduce nurses’ intent to quit and promote their well‐being.

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Section: Indirect Effectsmentioning

confidence: 98%

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

et al. 2018

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“…[98]. AC, and organizational citizenship demonstrates work commitment [85]. Moreover, [75] found that identification and internalization are positively linked to AC, while [6] indicated that career motivation and AC have a positive relationship.…”

Section: A Affective Commitmentmentioning

confidence: 97%

“…Finally, Table 5 and Figure 2 shows results of the hypotheses tests and the final structural model, respectively. In order to estimate the structural model, a bootstrapping procedure with 5,000 resamples was conducted to generate the t-values, based on the method of [85]. As shown in Figure 2 and Table 5,…”

Section: A Measurement Model and Structural Model Estimationmentioning

confidence: 99%

Human Resources Management Practices and Affective Commitment among Financial Industry Employees in Malaysia

Perumal¹,

Sinniah²,

Perumal³

et al. 2019

IJEAT

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Market competition increased difficulty for organizations to hold premium quality workers. This research explores on the human resources management (HRM) practices and affective commitment (AC) among a sample of 384 financial industry employees in Klang, Selangor, Malaysia. The hypotheses were developed by considering the correlation between four key HRM practices (training, career advancement, performance evaluation and rewards) and AC. The findings indicates that the independent variables of career development, training and performance appraisal have a positive and significant relationship with AC, whereas rewards has no correlation with AC. The findings imply that in the Malaysian financial industry needs greater training programmes and effective performance evaluations to increase employees’ performance and commitment.

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“…Affective commitment, which denotes an emotional attachment, develops when customers have a high level of involvement and participation in an organisation (Long, Yong & Chuen, 2016). Furthermore, affective commitment increases the likelihood of customers to engage in behaviour that seeks to increase organisational performance and extend beyond the role of customer expectations (Perreira & Berta, 2016).…”

Section: Commitmentmentioning

confidence: 99%

Dual Commitment: Evidence From an Emerging Country Perspective

Theron¹

2019

Proceedings of the 50th International Academic Conference, Paris

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Despite the fact that commitment is a well-established and important concept in the marketing literature, our understanding of the concept of customer commitment remains limited. A possible reason for this pertains to the notion of dual commitment. Dual commitment stems from a buying situation where a service delivered is dependent on the collaboration between two or more service providers. Under these circumstances, the question arises whether commitment should be managed on an aggregated level, or on the level of each of the contributing service providers. The mobile service industry is a typical example hereof, where the service is the end-result of collaboration between a mobile handset provider on the one hand, and a mobile network service provider on the other. In such a situation, two questions arise: Should a customer's commitment be managed on a comprehensive level or, secondly, will a customer's commitment towards a mobile handset provider differ from their commitment towards the actual mobile network service provider? Against this background, this study investigated the management of customer commitment from a dual commitment perspective. A quantitative approach was used to analyse the perceptions of South African respondents belonging to the Generation Y cohort. During the research, respondents were introduced to two questionnaires: the first questionnaire pertained to the management of commitment towards the mobile handset provider (MHP), whereas the second questionnaire addressed commitment towards the mobile network service provider (MNSP). Both the questionnaires focused on three dependent variables (affective, normative and calculative commitment), with trust, satisfaction, communication, shared values and reputation being the independent variables. The data were analysed in SPSS version 25, and regression analyses were used to assess the statistical significance of the hypothesised relationships. The empirical results revealed a number of interesting findings. Firstly, the study questions the existence of dual customer commitment in the South African telecommunications industry. The reason is that striking similarities were found in the ways in which commitment are managed from the two service providers investigated. In addition, in terms of the management of commitment on affective, calculative, and normative levels, several similarities were also found. This study's results therefore contradict those reported in the existing literature, prompting the question whether the unique characteristics of respondents from emerging markets, such as South Africa, could have influenced the results.

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The short form of the Workplace Affective Commitment Multidimensional Questionnaire (WACMQ-S): A bifactor-ESEM approach among healthcare professionals

Cited by 101 publications

References 110 publications

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

Human Resources Management Practices and Affective Commitment among Financial Industry Employees in Malaysia

Dual Commitment: Evidence From an Emerging Country Perspective

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