Factors Associated with Primary Care Provider's Job Satisfaction and Organizational Commitment in China: A Machine Learning-Based Random Forest Analysis.

The objective of the study is to explore the factors that influence the job satisfaction and organizational commitment of primary care providers in China, with a focus on the impact of the COVID-19 pandemic and the rescission of restriction policies. We utilized the 20-item Minnesota Satisfaction Questionnaire (MSQ) and the 25-item organizational commitment survey to assess job satisfaction and organizational commitment. In total, 435 valid responses were included in our analysis. The average scores for job satisfaction and organizational commitment were 80.6 and 90.8. After a two-step tuning process, we built random forest models by machine learning. The results show income change, working years, working years in the current institute, and age were the four most important features associated with job satisfaction, organizational commitment, and most of their dimensions. The number of professional fields engaged, gender, job status, and types of endowment insurance were least associated. During pandemic time, income-related factors remain a core concern for primary care providers, whereas job security may lose its importance. These findings suggest that financial bonuses may be an effective way to boost morale, and age-specific motivation plans may be necessary.

Organizational adaptation to working from home in a crisis situation (COVID-19): the interaction between leaders' openness and followers' voice.

Introduction: We investigated the effect of time spent at home on employee voice behavior and leadership openness during Covid 19. According to DeRue's adaptive leadership theory which offers an interactionist perspective to explain adaptive organizational behavior during an environmental crisis, we proposed that in the WFH's (work from home) reduced and limited communication space, leaders, who need more feedback, will encourage employees to express their opinions and will show more willingness to listen to them. Meanwhile, employees will ask more questions and make more suggestions to alleviate uncertainty and misunderstanding. Methods: Using an online questionnaire, a cross-sectional study (N = 424) has been carried out with employees working from home for a different amount of their working time during the pandemic. Data were analyzed using structural equation models (SEM) in which the effect of leadership openness on employee voice behavior was assessed through the mediation of affective commitment, psychological safety, and intrinsic motivation. Results: The results showed that in the WFH situation, time spent in home office had a low but significant direct negative effect on promotive voice behavior. At the same time, leadership openness was growing with the amount of time spent at home. Leadership openness counteracted the negative effect of WFH on voice behavior: although leadership openness did not have a direct significant effect on voice behavior, it had a positive effect on psychological safety and work motivation which, in turn, influenced positively both promotive and prohibitive voice behavior. Employee's voice, for its part, further augmented leadership openness. Discussion: In our research we could demonstrate the contingent nature and the mutual influence patterns and feedback loops of leaders-employees exchange. In the WFH situation the openness of the leader is growing with the amount of time spent at home and with the amount of promotive voice manifested by the employee. In consent with DeRue social interactionist adaptive leadership theory, a mutually reinforcing process of leadership openness and employee voice could be demonstrated. We argue that leadership openness is a key factor to motivate employee voice behavior during WFH.

The Improving Role of Digital Leadership in the Impact of Social Loafing on Job Performance

It is possible to define digital leadership as a type of leadership that is informed about digital technologies that help the digital transformation of employees and businesses and is also fed by modern leadership theories. The concept of digital leadership has come to the fore, particularly with Industry 4.0. Digital leadership is seen as an element that positively affects organizational culture and helps the development of the organization. Following the Covid-19 pandemic, businesses have experienced a considerable digital transformation, and it has been realized that digital leadership is now inevitable for businesses. Digital transformation is expected to contribute to the productivity and production of enterprises. The present study focused on the ability of digital leadership to avoid social loafing, which is negative organizational behavior. In particular, the extent to which job performance losses caused by social loafing were moderated by digital leadership was measured. In this regard, questionnaire forms were prepared and sent to 308 people. The collected data were interpreted by means of the Smart PLS program, and the results were obtained. In this respect, it is found that digital leadership has a moderating impact on the effect of social loafing on job performance. It is thought that the source of this effect could be explained in accordance with Social Impact Theory, Upper Echelon Theory, and Strategic Action Area Theory. (c) CIKD Publishing

Culture meets commitment: how organizational culture influences affective commitment

PurposeOrganizational culture has been identified as an important factor in increased employee commitment. Particularly during a shortage of skilled workers, commitment is a meaningful indicator of higher loyalty and retention. However, limited research has studied the relationship between organizational culture and commitment from a global perspective. Most research focuses on specific aspects of culture and examines the aspects' effects on commitment separately. The author's objective is to identify influential organizational culture's dimensions and assess dimensions' relationship to commitment holistically.Design/methodology/approachFor this purpose, the author analyzed a data set with 241,648 participants from 9 industries in Germany. The survey captures individual attitudes toward certain aspects of organizational culture and assesses workers' commitment to their organizations.FindingsThe results of a linear regression show that all cultural dimensions considered, namely transformational leadership behavior, team cohesion, compensation, fairness and caring attitude, if well-developed, positively and significantly influence organizational commitment. Interestingly, team cohesion has the greatest effect on commitment, followed by transformational leadership behavior, compensation, caring attitude and fairness.Originality/valueThis paper aims to examine the relationship between organizational culture and commitment holistically, thereby revealing which aspects of corporate culture are particularly important for increasing workers' commitment.

The influence of organizational values on employee attitude and information security behavior: the mediating role of psychological capital

PurposeWith increased remote working, employers are concerned with employees' commitment and compliance with security procedures. Through the lens of psychological capital, this study aims to investigate whether strong organizational values can improve employees' commitment to the organization and security behaviors.Design/methodology/approachUsing Qualtrics platform, the authors conducted an online survey. The survey participants are college-educated, full-time employees. The authors used structural equation modeling to analyze 289 responses.FindingsThe results indicate perceived importance of organizational values is associated with increased organizational commitment and information security behavior. The authors find that psychological capital partially mediates these relations suggesting that employees' psychological capital effectively directs employees toward an affinity for the organization and information security behavior. The results highlight the importance of organizational values for improving security behavior and organizational commitment. Second, the results suggest that psychological capital is an effective mechanism for this influence. Finally, the authors find that individual differences (gender, organizational level and education) are boundary conditions on their findings, providing a nuanced view of their results and offering opportunities for further investigation.Originality/valueTo the best of the authors' knowledge, this study is the first to explore organizational values in relation to information security behaviors. In addition, this study investigates the underlying mechanism of this relationship by showing psychological capital's mediating role in this relationship. Therefore, the authors suggest organizations create a supportive environment that appreciates innovation, quality services, diversity and collaboration. Furthermore, organizations should communicate the importance of these values to their employees to motivate them to have a stronger affective commitment and a more careful set of security behaviors.

Psychological capital and organizational citizenship behavior among nurses during the COVID-19 epidemic: mediation of organizational commitment.

BACKGROUND: Nurses' organizational citizenship behavior, a spontaneous "altruistic work behavior", may be affected by psychological capital and organizational commitment, but its mechanism is not clear. The aim of this study was to investigate the characteristics and distribution of psychological capital, organizational commitment and organizational citizenship behavior among nurses during the COVID-19 epidemic, and explore the mediating role of organizational commitment in psychological capital and organizational citizenship behavior. METHODS: A cross-sectional survey was conducted among 746 nurses from 6 designated hospitals for COVID-19 treatment in China. Descriptive statistics, Pearson correlation analysis, and structural equation model were used in this study. RESULTS: Nurses' psychological capital, organizational commitment and organizational citizenship behavior scores were 103.12 ± 15.57, 46.53 ± 7.14 and 101.47 ± 12.14, respectively. Additionally, organizational commitment partially mediates between psychological capital and organizational citizenship behavior. CONCLUSIONS: During the COVID-19 pandemic, nurses' psychological capital, organizational commitment, and organizational citizenship behavior were found to be at an upper-middle level, influenced by various social-demographic factors. Furthermore, the results illustrated that psychological capital can affect organizational citizenship behavior through the mediating role of organizational commitment. Therefore, the findings emphasize the importance of nursing administration to monitor and prioritize the mental health and organizational behavior of nurses during the ongoing COVID-19 crisis. It is crucial to focus on developing and nurturing nurses' psychological capital, strengthening their organizational commitment, and ultimately promoting their organizational citizenship behavior.

Phenomenology of COVID-19 Pandemic Effects on the Behavior of Staff in the Banking Industry

The banking industry staff gained valuable experience during the COVID-19 epidemic. The aim of this study was to investigate the consequences of Coronavirus on employee behavior in the COVID-19 epidemic. To achieve this goal, a study with a qualitative approach and with a phenomenological strategy was conducted. In this study, two main categories of intrapersonal reactions and interpersonal responses were characterized, with the former including six subcategories (negative emotions, change in structure of needs, obsession, stress, fear, and disruption in organizational commitment) and the latter involving three subcategories (abnormal social behavior, abnormal occupational behavior, and abnormal communicative behavior). The variables of fear, stress, burnout, and aggression were exposed to the highest frequency. This study showed that upon the occurrence of novel crises, the organizations should take strategies based on crisis management, e.g., immunizing the workplace, showing emotional and financial support to the personnel, and asking the personnel to change their behavior as members of the community.

Organizational commitment: an ever-shifting concept forever changed by COVID-19

Evolving from the concept of organizational loyalty, organizational commitment (OC) is a construct that we propose is both dated and lacking in the literature. Our paper aims to address critical gaps in OC literature as it pertains to human resource development for the modern work setting by highlighting three salient elements that have a significant impact on OC on an international scale. We posit that technology, dynamic markets, and globalization are crucial aspects of OC that are largely omitted by the literature in this domain and should be further examined to enhance our understanding of OC as it pertains to human resources development. We also highlight the profound influence that the COVID-19 pandemic has had on OC from a human resources development perspective across the globe. Implications for practitioners and researchers are discussed.

Studying the Impact of Administrative Empowerment As a Mediating Variable in the Relationship between Organizational Commitment and Administrative Creativity: A Field Study in the Jordanian Pharmaceutical Companies in Light of Covid - 19

Managerial creativity enhances the distinction of any organization compared to other organizations due to its ability to find suitable solutions for the problems facing the organization and due to its ability to improve new products and services or through improving working methods or styles in it. Therefore, this topic has occupied a large area of interest in literature review. However, there are some aspects which are still ambiguous about the impact of each of the organizational commitment and administrative empowerment on one hand and administrative creativity on the other hand, especially in light of the COVID-19 pandemic which the world is suffering from nowadays. Accordingly, this study aims to investigate the impact of organizational commitment, with its various dimensions, on administrative creativity within the Jordanian pharmaceutical companies with the existence of administrative empowerment as a mediating variable. Data of the study was collected using a simple random sample which consisted of (201) employees working in the Jordanian pharmaceutical companies. Structural equation modeling (SEM) analysis was conducted using AMOS.20. The study found that there are strong correlation relationships between most of the study variables in addition to the existence of a significant impact of administrative empowerment on administrative creativity as a dependent variable. The (direct and indirect) results of the total impact analysis revealed that there is an impact of all dimensions of organizational commitment on administrative creativity with the existence of administrative empowerment as a mediating variable. Based on these results, the study recommended that Jordanian pharmaceutical companies conduct workshops, seminars and training programs to teach their employees the importance of organizational commitment and occupational empowerment and their role in enhancing administrative creativity. In addition, the investigated companies need to pay attention to involving their employees in setting goals, formulating policies and programs, participating in decision-making processes and spreading a culture of teamwork by providing incentives of various kinds, which contributes to enhancing the levels of organizational commitment and administrative creativity alike, especially in light of Covid-19 pandemic. © 2023 DSR Publishers/The University of Jordan. All Rights Reserved.

Remote Workers' Privacy Concerns, Psychological Climate for Face Time, and Organizational Affective Commitment

During the Covid-19 pandemic, the shift to high-intensity remote work-three days or more a week-accelerated the digitalization of work processes and the blurring of boundaries between work and personal life through videoconferencing and the use of personal devices for work. This paper explores the relationships between high-intensity remote workers' information and communication technologies (ICT) privacy concerns, psychological climate for face time, and organizational affective commitment. Building on organizational support and social information processing theories, we argue that ICT privacy concerns and perceptions that an organization values physical presence in-office may undermine commitment to the organization. Based on a two-wave study of 1065 remote workers in a large multinational bank, we find that ICT privacy concerns and psychological climate for face time reinforce one another and are negatively associated with subsequent affective organizational commitment. © 2023 IEEE Computer Society. All rights reserved.

Human Resource Considerations for Supporting Employees with Neurological Disorders: Multiple Sclerosis and Spinal Cord Injury

It is important for human resource (HR) teams to have the ability to appropriately identify and support the transition-to-work accommodation needs of employees with neurological disabilities as they return to work post-coronavirus disease-2019 (COVID-19) pandemic. This chapter discusses the potential biopsychological areas of consideration for human resource teams to focus their support on employees with spinal cord injury (SCI) or multiple sclerosis (MS), whose experience of work or the symptoms of these conditions have been affected by the COVID-19 pandemic and its resulting lockdowns. Potential short-term and long-term considerations in a post-COVID-19 workplace that focus on health-related work accommodations are discussed. The resulting effectiveness or success of such transition-to-work outcomes that focus on employees with neurological disorders (ewNDs) are suggested to be better evaluated by human resource teams using the lens of employee organizational commitment as it impacts employee retention. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.

Analysis of the Application Effect of Career Planning Management-A Case of the Tax Consulting Industry

The epidemic situation in COVID-19 aggravated the pressure and challenges of enterprises management, which directly affected employees' working attitudes. This paper takes organizational career planning management as the independent variable and takes job satisfaction, turnover intention, and organizational commitment as the proxy variables of dependent variables. H Company is taken as the research object, with 17 qualitative interviews and 645 cluster sampling surveys. Through correlation and regression analysis, the conclusions can be drawn: 1. The implementation of career planning management has a significant impact on employees' work attitude, a positive impact on job satisfaction and organizational commitment, and a negative impact on turnover intention. 2. Each dimension of career planning management has a different action mechanism on each proxy variable of employees' work attitudes. Fair promotion, providing information, and paying attention to training and career development in career planning management can significantly promote job satisfaction and job commitment. However, paying attention to training and career development significantly inhibits turnover intention, while the other two dimensions have no significant influence. Based on these conclusions, the enterprises can promote employees' job satisfaction and organizational commitment by enhancing their career planning management awareness, establishing a perfect career planning management system, and carrying out diversified career planning management practices. © 2023 The authors and IOS Press.

Is my employee still attracted to me? Understanding the impact of integrated communication and choice of communication channels on employee attraction

Purpose: The study attempts to extend the current scholarship in the field of employer branding. Integrated communication is about consistent communication that is synergistic through multiple communication channels. Employer branding activities that involve multiple internal communication channels aim to attract employees. The study proposes that the perceived impact of effective integrated communication in employer branding shapes employee attitude and hence employee attraction. Employee perception of the choice of communication channels is also proposed to have an impact on employee attraction. Design/methodology/approach: An exploratory qualitative study in the form of interviews and a preliminary survey was conducted in the first phase. The main study involved a questionnaire survey to empirically test the proposed hypotheses. The respondents were information technology-business process management (IT-BPM) employees (n = 520) in India. Findings: The direct and interaction effects of integrated communication and usefulness of communication channels on employee attraction within the organization were empirically validated to suggest a positive impact on employee attraction. Originality/value: The study extends the current body of knowledge on talent attraction to include present employees. Similarly, the study on integrated communication and its impact on employee attraction is an important addition to the literature on employer branding, internal communication and talent management, given the present coronavirus disease 2019 (COVID-19) situation. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

The moderating role of resonant leadership and workplace spirituality on the relationship between psychological distress and organizational commitment

The ongoing pandemic has brought the world into a paralytical scenario except for the health care workers, which turned their ‘nights into nightmares'. The pervasiveness of stress, anxiety, and depression among the frontline healthcare fraternity is a significant concern for the stakeholders in the healthcare sector. The physical, mental, and emotional well-being of these COVID warriors are at stake due to the protracted period of exposure to the pandemic. This study explores the moderating roles of resonant leadership (RL) and workplace spirituality (WPS) on the constructs, psychological distress (PD), and organizational commitment (OC). Current research employs an exploratory research design. It used the purposive sampling technique and obtained data from various hospitals of four states in India, which experienced the biggest impact from COVID-19. Researchers analyzed the responses from 415 nurses and tested the hypothesis using structural equation modeling AMOS;moderating effects are tested using interaction term and slope test methods. Results show that psychological distress is inversely correlated to organizational commitment, but the impact of the moderating effect of resonant leadership and workplace spirituality decrease psychological distress and increase organizational commitment. The results suggest specific performance implications for HR theory and practice, especially within healthcare organizations.

Embedding relationships: The indirect effects of work relationships on turnover intent

With the onset of the "Great Resignation" following the onset of the COVID-19 pandemic, employees are quitting jobs at unprecedented levels. Although the traditional model of turnover (Mobley, 1977;Mobley, Griffeth, Hand, & Meglino, 1979) links job attitudes and turnover intentions as key determinants in understanding the turnover process, there is a growing recognition of the importance of studying contextual variables, namely social relations, in expanding our understanding of employee turnover and retention. Job embeddedness (Mitchell et al., 2001) and social capital theories (Granovetter, 1973;Burt, 1992;Lin, 1982) implicate employees' social networks as additional factors worth investigating in understanding employee turnover. The aim of the current study was to study an expanded model of turnover by examining whether different types of social relationships at work differentially related to work experiences and attitudes that, in turn, related to turnover intentions. The current research leveraged an ego-centric method to collect information on employees' social networks at work along with work experience and attitudinal constructs. The results of the study found that expressive relationship networks (i.e., friendship networks) had a positive, significant effect on employees' job embeddedness, with an indication of a marginal indirect effect with organizational commitment. Surprisingly, employees' instrumental networks were not significantly related to any work experience or attitudinal factors. There was no support for the hypothesized indirect effects linking social networks, work experiences and attitudes, and turnover intentions. Practical implications and directions for future research are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Can We Mitigate Covid-19 Related Work Strain Among Civil Servants? Examining the Role of Organizational Commitment, Job Autonomy and Workplace Social Support

The extraordinary measures taken to constrain infections with the coronavirus may have altered the known psychological processes preventing stress and strain in the public workplace. We use survey data of a large public organization in Belgium to look at the capacity of affective organizational commitment, perceived job autonomy, and workplace social support to buffer the impact of Covid-19 measures on work strain. We find a negative effect of perceived job autonomy on stress resulting from Covid-19 measures. We find no support for the buffering effect of affective organizational commitment and workplace social support on employee strain induced by Covid-19 measures.

The mobile technological era: insights into the consequences of constant connectivity of personal devices by knowledge workers

PurposeAs employees' adoption of Bring Your Own Device (BYOD) has increased, so has research interest into the impact of BYOD on human resources outcomes. The present study aims at understanding the relationship between BYOD and human resources outcomes.Design/methodology/approachThe study employs the inductive data-driven content analysis approach to analyze the data collected through qualitative semi-structured interviews with a sample of 28 knowledge workers from different occupational sectors in Mauritius.FindingsThe results show the double-edged sword brought about by BYOD implementation. This trend is associated with perceived job performance, job satisfaction, organizational commitment and work motivation while also having an effect on work-life conflict and stress.Practical implicationsThis study has implications for organizations that are concerned about formulating guidelines and policies in relation to workers' adoption of BYOD in the workplace. This trend permits employees to continue to communicate and work irrespective of new working conditions and social distancing since the Covid-19 pandemic has changed the way organizations operate around the globe.Originality/valueDriven by the JD-R theory, themes and sub-themes were linked by the emerging relationships to present a conceptual framework to understanding employees' well-being since this is a pertinent research area for scholars and practitioners, as well as a topic of growing prominence for modern organizations.

Examining the relationship between organizational health and faculty satisfaction in institutions of higher education

Institutions of higher education are facing increased pressure to do more with less while continuing to provide a high-quality education. Faculty are asked to teach more and do more with decreased resources and without additional compensation. The COVID-19 pandemic has had a significant impact on institutions of higher education resulting in decreased enrollment, reduced funding, and increased stress and workload on faculty and staff. With all of these additional pressures, faculty are at an increased risk of burnout and decreased job satisfaction. One thing institutions of higher education can do to improve faculty satisfaction is to examine its organizational health. Unhealthy organizations have faculty who are dissatisfied, and dissatisfied faculty lead to high rates of absenteeism, withdrawal behaviors, poor organizational commitment, and decreased productivity. This study had two purposes: first, to examine the relationship between organizational health and faculty satisfaction at institutions of higher education, and second to examine the relationships between the variables of organizational health and the variables of job satisfaction. This quantitative study collected data from 424 full-time tenure or tenure-track faculty at four-year public and private institutions of higher education. Organizational health was measured using the Organizational Health Inventory (Hoy & Feldman, 1987), and job satisfaction was measured by the Job Satisfaction Survey (Spector, 1985).A Pearson correlation was conducted to examine the relationship between organizational health and job satisfaction. The results indicated a statistically significant positive relationship between the total organizational health score and the total job satisfaction score. A canonical correlation was conducted to examine the relationships between the variables of organizational health and the variables of job satisfaction. The results found statistical significance at four of the possible seven roots. Root one indicated all variables of organizational health and all variables of job satisfaction were related. Canonical root two, identified as Institutional Environment versus Personal Environment, indicated that lower ratings of institutional integrity, low consideration, low administrator influence and high ratings of morale were associated with low ratings of operating procedures and high ratings of coworkers. Canonical root three, identified as Mission versus Employer Policy, indicated that high institutional integrity, low resource support, and high academic emphasis were associated with high satisfaction of supervision, and low ratings of fringe benefits and operating procedures. Canonical root four, identified as Institutional policy versus Tangible goods, indicated that high ratings of the organizational health variables of initiating structure, resource support, and academic emphasis were associated with high satisfaction with pay and low satisfaction with supervision. In addition to the significant findings, this study adds to the body of research on the relationship between organizational health and job satisfaction and helps to fill the gaps about the relationship between these two in the higher education setting. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Perceived organizational justice and trust as mediators between perceived gender discrimination and organizational outcomes

Many people, especially women, have experienced gender discrimination in their work lives (e.g., Eagly & Diekman, 2005;Morrison et al., 1987). Gaining an understanding of how perception of gender discrimination is related to organizational outcomes is very important for organizations. In this study, I reviewed extant literatures on perceived gender discrimination, perceived organizational justice, perceived external organizational justice, trust in organization, trust in supervisor, job satisfaction, organizational commitment, turnover intention, and corporate social responsibility. I proposed and used structural equation modeling to test the models of the relationships among these constructs to understand how people's perceived gender discrimination is related to turnover intention through the other constructs based on a sample of 880 U.S. participants. Results showed that employees' perception of gender discrimination was related to turnover intention indirectly through distributive, procedural, and interactional perceived organizational justice, perceived interactional external organizational justice, trust in organization, trust in supervisor, job satisfaction, and organizational commitment. I also studied how COVID-19 impacted people's work and life. I discuss the implications, limitations, and directions for future study based on the findings of this study. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

A cycle of commitment: The organizational consequences of rituals

From the Walmart Cheer to the Cold Stone Creamery Tip Song, many groups engage in their own rituals (i.e., predefined sequences of symbolic actions). Despite the prevalence of rituals in group settings, the consequences of group rituals have rarely been studied by organizational researchers. This is surprising, given the potential for rituals to influence meaningful organizational outcomes. In this dissertation I develop a comprehensive theory of group rituals, including offering a more refined definition of rituals as compared to similar constructs such as norms, identifying how group rituals influence the key group construct of member commitment, and shedding light on a collateral influence that has not been considered before, the outsiders' perceptions of the group. I aim to show that group rituals physically represent the group's most important values and can consequently influence behavior in group settings. In particular, I examine the relationship between group rituals and group commitment among existing members and prospective members.Among existing group members, I consider the bi-directional relationship between group rituals and group commitment. I suggest that engagement in rituals increases member commitment because rituals stand for the group's values, such that the enactment of rituals makes the group appear as a cohesive entity to members. Furthermore, I suggest that more (vs. less) committed members will be more likely to protect the group's rituals (e.g., punish those who attempt to alter the rituals), ensuring that rituals are faithfully executed over time within the group. In this way, rituals and commitment to the group reinforce each other in a recursive cycle, such that (a) rituals promote member commitment and (b) higher levels of member commitment promote adherence to rituals (yielding a "cycle of commitment").Among prospective group members, I consider how observing the enactment of rituals influences prospective members' own willingness to commit to the group. I suggest that, because group rituals physically represent the group's values, they signal that the group has committed members to outsiders. I propose that perceptions that members are committed to a group can signal an elevated capacity to reach group goals, which will have a positive impact on own willingness to commit among those who share the values of the group (i.e., subjective value congruence) but a weaker or even negative impact among those who do not share the values of the group (i.e., subjective value incongruence). In this way, I theorize rituals promote commitment because rituals attract prospective members who are willing to be committed to the group. This indicates that potential new members who perceive themselves as value-incongruent (such as demographically underrepresented individuals) will be less willing to commit to a group that engages in rituals.The theory of group rituals and group commitment that I propose in this dissertation suggests that rituals promote commitment among existing members and prospective members with congruent values, which can often be beneficial, but, that a somewhat hidden cost is that they can also exclude prospective members who perceive themselves as value-incongruent with the group (such as demographically underrepresented individuals). I conducted eight studies that test the relationship between group rituals and member commitment using a mix of experimental and observational (e.g., longitudinal survey) research. Studies 1 and 2 tested the effect of workgroup rituals on employee commitment among U.S. workers in the context of the COVID- 19 pandemic. Studies 3 and 4 examined national and cultural rituals, investigating whether more (vs. less) committed group members are most likely to protect the group's rituals from people who attempt to alter them. (PsycInfo Database Record (c) 2023 APA, all rights reserved)