ESG activity recognition enhances organizational commitment and service-oriented organizational citizenship behavior among insurance call center staff.

Service-oriented organizational citizenship behavior refers to service workers' helping, cooperating, sharing, and donating actions that benefit others at a cost to themselves. Based on ethical climate theory, this research investigates whether corporations adopting environmental, social, and governance (ESG) management enhance service-oriented organizational citizenship behavior (SO OCB) among service employees. A total of 230 surveys were collected from call center workers in the insurance industry, and STATA 14.0 was used to analyze the 204 responses with useable data. The results show that employees' recognized ESG activities enable SO OCB through organizational commitment. Additionally, ESG activity recognition has a positive relationship with self-efficacy and empowerment, which helps service employees regulate external expectations. Thus, this finding is significant for call center workers experiencing emotional labor. Furthermore, the results suggest that firms can contribute to employees' SO OCB by practicing ESG activities. Firms should inform employees of their ESG management efforts as employees' recognition of an ethical climate can enhance their willingness to perform service-oriented behavior. Finally, ESG activity recognition can increase employees' organizational commitment, an important predictor of employee satisfaction and negative turnover rates.

The moderating effects of perceived social worth and organizational virtuousness on the relationship between emotional labor, precarious work, and organizational commitment among ASHA workers in India.

Accredited Social Health Activists (ASHAs) in India are the subjects of this study, which explores the complex relationships between emotional labor (EL) and unstable work environments and how these relationships affect organizational commitment (OC). The study also looked at how organizational virtuousness (OV) and perceived social value mediated the relationship between precarious work (PW), EL, and OC. This study included a total sample size of N = 467 ASHA personnel from a variety of healthcare settings. Hierarchical regression analysis was used to look at the moderating effects using the Hayes Process Macro. The findings suggest that there are noteworthy negative associations between EL, PW, and the OC of ASHA workers. Nevertheless, OV and perceived social worth (PSW) emerged as significant moderators. More precisely, elevated levels of PSW and OV mitigated the adverse effects of PW and EL on the OC of ASHA workers.

Examining Public Service Motivation's Impact on Organizational Commitment: Focusing on Moderating Roles of Hygiene and Motivation Factors.

Despite previous studies on public service motivation among public sector employees, the empirical analysis of the influential contextual conditions that moderate public service motivation's impact on employees' work attitudes remains inadequate. Given these limitations, this study examines public service motivation's effects on public employees' organizational commitment and investigates how Herzberg's hygiene and motivation factors moderate the relationship between these aspects in the context of South Korea's central government. For this, we used the data of 1021 public employees from the Differences in the Values of Different Generations of Public Officials and Organizational Innovation Survey, which the Korea Institute of Public Administration had conducted in 2022. We analyzed the data through hierarchical multiple regression analyses, and the results indicated that public service motivation exerts a positive effect on organizational commitment. Specifically, hygiene factors weaken the positive relationship between public service motivation and organizational commitment, while motivation factors have a moderating effect that strengthens said relationship. These findings suggest that, in order to enhance organizational commitment among motivated public employees, human resource management practices should prioritize motivational factors that can enhance job content, meaning, and autonomy instead of solely focusing on providing monetary incentives or improving external conditions.

Trust in the Leader, Organizational Commitment, and Nurses' Intention to Leave-Insights from a Nationwide Study Using Structural Equation Modeling.

Nursing retention is a major challenge globally. Ongoing workforce instability across countries underscores the need to understand the factors influencing turnover and nursing retention. Trust is a crucial element in managing workplace relationships between nurse managers and nurses. Existing studies have shown the direct impact of trust on employees' intention to leave their job but have not explored the effects of potential mediators such as organizational commitment. The aim of this study was to examine the impact of trust in the leader on nurses' intention to leave their job through the mediation of organizational commitment. A cross-sectional study was conducted in Italy. A convenience sample of 1853 nurses completed a self-report survey. The study tested a hypothesis-based mediation model using structural equation modeling, which showed good fit indices. The results indicated that trust in the leader had a significant impact on nurses' intention to leave, and this relationship was partially mediated by organizational commitment. Nurses who trust their leader are more likely to demonstrate higher levels of organizational commitment, resulting in a lower intention to leave their job. Furthermore, organizational commitment and trust emerge as critical factors in reducing nurses' intention to leave their current positions. Therefore, managers can reduce nurses' intention to leave by building trustful relationships that enhance organizational commitment.This study was not registered.

Meta-analytic structural equation modeling for exploring workplace friendship, well-being, and organizational commitment.

BACKGROUND: Workplace friendships, which are informal relationships in the workplace, foster mutual trust, assistance, and emotional support and create a sense of belonging among coworkers. Employees with positive perceptions of their job responsibilities, psychological needs, and work environment experience happiness, satisfaction, and an overall sense of well-being. A heightened sense of well-being in the workplace positively affects employee satisfaction with job tasks and the work environment, reinforcing employees' sense of belonging and organizational commitment. OBJECTIVE: The study proposed and validated a theoretical model, with meta-analytic structural equation modeling employed to conduct quantitative, empirical research on workplace friendships, well-being, and organizational commitment in Taiwan and to analyze correlations between relevant variables. METHODS: The theoretical model was further validated through structural equation modeling, which yielded favorable goodness of fit in terms of various indicators. RESULTS: The mediating effect of well-being was verified through bootstrapping analysis. Within a 95% confidence interval, the total effect size of workplace friendships on organizational commitment was 0.549, which is the sum of its direct effect (0.255) and indirect effect (0.294). CONCLUSIONS: This finding indicates that well-being plays a mediating role in the association between workplace friendships and organizational commitment. The proposed theoretical model in this study is supported. Finally, the research results are discussed, and practical suggestions are provided.

Antecedents of innovative behavior in public organizations: the role of public service motivation, organizational commitment, and perceived innovative culture.

Introduction: This study examines the dynamics of public service motivation (PSM), organizational commitment, and perceived innovative culture and their collective influence on innovative behavior in public organizations. It uniquely focuses on intrinsic motivational factors, extends the scope of motivational studies to the public sector, and highlights the crucial role of organizational culture in fostering innovation. Methods: A web-based survey was administered to 1,021 public servants in the central government of the Republic of Korea. Structured questionnaires were used to collect data, and structural equation modeling (SEM) was employed to analyze the relationships between the variables. Results: The SEM results confirmed positive correlations between PSM and both organizational commitment and innovative behavior. However, contrary to expectations, organizational commitment did not significantly predict innovative behavior. Additionally, no mediating effect of organizational commitment was observed. Notably, perceived innovative culture was found to moderate the relationship between PSM and organizational commitment, and between organizational commitment and innovative behavior, particularly in environments with a strong innovation focus. Discussion: These findings underscore the significance of PSM in spurring innovative behavior in the public sector, broadening our understanding of intrinsic motivation. This study also accentuates the influence of organizational culture on these dynamics. In practical terms, this suggests the importance of nurturing individuals with high PSM and fostering an environment that balances perceived innovative culture. While contributing to the fields of organizational psychology and public administration, this study has certain limitations and indicates the need for further research in various contexts.

An empirical study on the influence of new generation employees' job satisfaction on contextual performance in the energy industry.

New generation employees in the energy industry generally suffer from several problems such as poor psychological endurance, lack of professional literacy, excessive mental stress, and low labor enthusiasm, which will affect the employee's individual contextual performance and stability of the labor market. In the context of energy transition, therefore, it is of practical significance to solve their problems in routine work and identify the factors affecting the contextual performance of next generation employees in the energy industry. In this paper, the theoretical model with job satisfaction as an independent variable, organizational commitment as a mediator, the sense of self-efficacy as a moderator, and contextual performance as a dependent variable is established; and several research hypotheses are proposed on the basis of the two-factor theory, psychological contract theory, and self-efficacy theory. The following conclusions are made through the testing of hypotheses based on questionnaire investigation: Job satisfaction of new generation employees in the new energy industry positively affects the contextual performance; organizational commitment plays a mediating role between job satisfaction and contextual performance; the sense of self-efficacy plays a role of moderating job satisfaction, organizational commitment, and contextual performance. There is a mediated moderation effect and regulated mediation effect in the model. These conclusions are of great significance to the healthy development of new generation employees in the energy industry.

Profiles of attitudes toward inclusive education among Chinese in-service teachers: their relationships with demographic factors and organizational commitment.

Introduction: The increased diversity of students (e.g., students with special educational needs) has presented teachers with unprecedented challenges. Teachers' attitudes toward inclusive education play a crucial role in teachers' organizational well-being. However, existing studies mostly explored attitudes toward inclusive education based on a variable-centered approach. This study used a person-centered approach to identify teachers' attitude profile membership and explored the relationships of attitude profiles with demographic factors (i.e., gender, years of teaching experience, subject taught, and in-service training) and organizational commitment. Methods: Nine hundred and seventy-two in-service teachers from forty-nine inclusive education schools in Beijing responded to the Revised Multidimensional Attitudes toward Inclusive Education Scale and the Organizational Commitment Inventory. Latent profile analyses, multinomial logistic regression, and univariate analysis of variance were used to analyze data. Results and discussion: The results revealed four attitude profiles: involuntary participation, behavior avoidance, neutral, and proactive involvement. Years of teaching experience and in-service training were significant predictors of teachers' latent profile membership. Teachers belonging to the involuntary participation profile showed the highest levels of maladaptive commitments to inclusive education schools. Teachers belonging to the proactive involvement and the behavior avoidance profiles showed higher levels of adaptive commitments. However, teachers belonging to the neutral profile had the lowest levels of adaptive commitments. The theoretical contributions, practical implications, and limitations are discussed.

Potential impact of relational job design on future intentions of episodic volunteers in major sport events.

Introduction: Based on Social Identity Theory, this study hypothesized the parallel mediating roles of organizational commitment, and commitment to beneficiaries, in the relationship between relational job design and future volunteer intentions among episodic volunteers at a mega sport event. Perceived organizational support was tested as a moderator of this relationship. Methods: Participants were 617 episodic volunteers (35.7% male and 64.3% female) at the 7th CISM Military World Games in Wuhan, China, who completed online questionnaires. Results: Regression-based analyses indicated that relational job design positively predicted future volunteer intentions through organizational commitment. Although the results did not indicate a mediating role of commitment to beneficiaries, relational job design was still shown to positively predict commitment to beneficiaries. Furthermore, the association between relational job design and commitment to beneficiaries was moderated by perceived organizational support, such the effect was stronger when perceived organizational support was high. Discussion: The results have practical implications for strengthening episodic volunteers' intentions to participate in future mega sport events, creating a legacy of volunteerism.

Exploring the Theory of Employee Planned Behavior: Job Satisfaction as a Key to Organizational Performance.

This article introduces a significant advancement with the "Theory of Employee Planned Behavior" (TEPB), a novel extension of the well-established Theory of Planned Behavior (TPB). The TEPB uniquely positions job satisfaction as a central determinant in driving organizational performance. Using data from county-level government institutions in the United States, this research offers a nuanced exploration into how employee satisfaction influences organizational commitment and citizenship behaviors, which, in turn, substantially impact organizational performance. Our approach utilizes a significant dataset involving 372 dyads across hierarchical levels in government institutions. Through the application of Structural Equation Modeling (SEM), we rigorously validate the TEPB model. The results highlight a significant relationship where enhanced job satisfaction leads to stronger organizational commitment. This heightened commitment further fosters organizational citizenship behaviors, crucial in achieving superior organizational performance. This work notably extends the TPB model by integrating organizational performance as a consequential outcome. It also provides empirical evidence of the direct relationship between job satisfaction and organizational performance, specifically in the context of government institutions. Such findings are invaluable for organizational executives and policymakers in recognizing the paramount importance of employee satisfaction for organizational success. Overall, the TEPB model presented in this study offers a holistic and practical framework for organizations seeking to understand and effectively manage employee behavior. By focusing on job satisfaction, organizations can foster a more committed and proactive workforce, significantly improving performance and efficiency.

Effects of workplace incivility and workload on nurses' work attitude: The mediating effect of burnout.

AIM: The study's aim was to examine how workplace incivility and workload influence nurses' work attitudes (turnover intention, job satisfaction, and organizational commitment) using the stress-strain-outcome framework. BACKGROUND: There is a lack of comprehensive research on the combined effects of workplace incivility and workload on nurses' work attitudes. INTRODUCTION: Two workplace stressors, incivility and workload, were hypothesized to lead to burnout, which in turn influences nurses' work attitudes. METHODS: A cross-sectional, descriptive correlational study was conducted. Survey data were collected from 1,255 direct care nurses with a minimum of 6 months' nursing experiences in 34 general hospitals across Korea. Structural equation modeling was used to test the hypothesized model. This study is reported using the STROBE checklist. RESULTS: As hypothesized, both workplace incivility and workload increased burnout. Heightened burnout correlated with increased turnover intention, lowered job satisfaction, and reduced organizational commitment. While workplace incivility impacted these outcomes both directly and indirectly via its effect on burnout, workload influenced the outcomes solely through burnout. CONCLUSION: The study's findings are based on one, nonrandomized sample of nurses working at South Korean hospitals. Despite such study limitations, the study findings support the adverse impact of two workplace stressors on burnout and nurses' work attitudes. IMPLICATIONS FOR NURSING: Evidence-informed interventions for both workplace stressors include training programs, clear policy guidelines, open communication channels, and supportive work environments. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Zero tolerance and equity, diversity and inclusivity policies to promote workplace civility must be enforced. Workload needs to be patient-centered, ensuring a "fit" between patient needs and nurse staffing.

Teachers' Emotional Intelligence and Organizational Commitment: A Moderated Mediation Model of Teachers' Psychological Well-Being and Principal Transformational Leadership.

Given the global challenge of increasing teacher attrition and turnover rates, the exploration of factors and mechanisms that improve teachers' organizational commitment has become a pivotal topic in educational research. In this context, the present study examines the influence of teachers' emotional intelligence on their organizational commitment, with a specific inquiry into the mediating role of teachers' psychological well-being and the moderating role of principal transformational leadership, as informed by the broaden-and-build theory of positive emotions and the trait activation theory. We verified this study's hypotheses based on 768 valid questionnaires collected from Chinese primary and secondary school teachers. The results reveal that teachers' emotional intelligence can predict their organizational commitment both directly and indirectly through the mediating role of psychological well-being. Additionally, principal transformational leadership amplifies the positive effect of teachers' emotional intelligence on psychological well-being and, subsequently, organizational commitment. These findings theoretically deepen our understanding of the psychological pathways and the boundary conditions linking teachers' emotional intelligence to their organizational commitment, while also offering valuable practical implications for building a stable and effective teaching workforce.

Pre-job loss grief reactions and work attachment among sick-listed employees: Introduction of the imminent Job Loss Scale.

BACKGROUND: With this study, we aimed to explore the emotional experiences of sick-listed employees facing imminent job loss, as this emotional distress may hinder successful job search outcomes. The study had two objectives: (1) to develop and validate the Imminent Job Loss Scale (IJLS) for assessing pre-job loss grief reactions and (2) to examine its relationship to work attachment. METHODS: Development of the 9-item IJLS was carried out using feedback from an expert panel, consisting of five academic experts in grief and labour, five re-integration specialists, and five sick-listed employees facing imminent job loss. The psychometric properties of the IJLS were evaluated, and its association with work attachment was examined using data from 200 sick-listed employees facing imminent job loss. RESULTS: The IJLS demonstrated strong internal consistency and temporal stability, distinctiveness from depression and anxiety symptoms, and solid convergent validity. Work-centrality and organizational commitment were positively related to pre-job loss grief reactions, while work engagement and calling showed no significant associations. CONCLUSION: This study provides valuable insights into pre-job loss grief reactions and shows the potential utility of the IJLS for screening and monitoring purposes. Understanding pre-job loss grief reactions can improve the re-integration and job prospects of sick-listed employees. In future research, explorations of these dynamics should continue to provide better support to sick-listed employees during this challenging period.

The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior.

In this modern era, schools require Organizational Citizenship Behavior (OCB) of organization members as one of the determining elements for the smooth process of achieving school goals. Leadership can transform an organization's entire potential as a learning community towards better organizational change, which is needed to increase OCB. This article aims to analyze the direct and indirect relationship between transformational leadership (TL) and OCB with quality of work-life (QWL) and organizational commitment (OC) as mediators. Another aim is to analyze the role of QWL as a mediator of the relationship between TL and OC. The research sample was 165 permanent teachers from several high schools in Madiun City. Research data was collected through questionnaires, and Structural Equation Modeling (SEM) was used for data analysis. The data analysis results prove a significant direct relationship between TL, QWL, and OC with OCB in a positive direction. The results of testing the role of mediating variables contribute to the novelty of this research, namely: 1) QWL partially mediates the relationship between TL and OC, as well as the relationship between TL and OCB; 2) OC partially mediates the relationship between TL and OCB. The analysis results indicate that increasing teacher OCB can be done effectively through increasing transformational leadership practices, programs to improve the quality of work-life, and increasing teacher organizational commitment.

Perceived superior trust and organizational commitment among public employees: The mediating role of burnout and the moderating role of public service motivation.

The significance of trust as a vital element in the workplace, fostering a strong bond between leaders and their teams, and generating positive organizational outcomes is emphasized in this research. Leveraging the job demand-resource (JD-R) theory, the study employs a dual methodology: experimental (Studies 1 and 2) and field survey (Study 3), to investigate how trust perceived from superiors influences the organizational dedication of public sector employees. It also examines burnout's role as an intermediary and the influence of public service motivation (PSM) as a conditional factor. The key outcomes are: (1) enhanced organizational dedication can result from trust perceived from superiors; (2) this trust indirectly affects dedication through the lens of burnout; and (3) PSM plays a critical role in moderating the impact of perceived superior trust on organizational dedication. By elucidating the dynamic between perceived superior trust and organizational dedication, and its influence, this study presents novel strategies to boost organizational commitment among public employees.

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator.

This study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delves into the antecedents of job insecurity and organizational commitment, offering insights to enhance commitment. Our study involved 440 employees in the Malaysian private sector, utilizing self-report questionnaires administered online. Notably, our findings underscore the significance of employment flexibility, job positions, and tenure in shaping JIS. Furthermore, we identify significant relationships among the variables: POS negatively predicts JIS, while JI, JIS, and POS collectively predict OC, with JIS partially mediating the POS-OC relationship. These empirically-grounded insights offer actionable guidance for organizations, empowering human resources practitioners to craft effective talent retention strategies and allocate resources strategically. In doing so, organizations can enhance employee productivity and bolster organizational commitment, ultimately contributing to sustained success in a dynamic work environment. These findings hold valuable implications for human resources practitioners, guiding the development of talent retention strategies and resource allocation to enhance employee productivity.

Factors influencing nursing faculty members' intent to stay: A structural equation modeling approach.

Intent to stay is a helpful indicator in predicting the turnover rate of nursing faculty members in academia. This descriptive, cross-sectional study aimed to identify the factors influencing nursing faculty members' intent to stay. The sample consisted of 350 nursing faculty members randomly selected from 53 nursing and midwifery training schools in Myanmar. Data were collected between June and October 2021. The eight instruments used showed satisfactory (0.80-1.00) for validity and (0.86-0.96) for reliability. Data were analyzed by descriptive statistics and structural equation modeling (SEM). The final modified model of intent to stay fit the empirical data and explained 81.30% of total variance for intent to stay. SEM revealed that job satisfaction and organizational commitment directly affected intent to stay; transformational leadership, job autonomy, and perceived organizational support indirectly affected intent to stay; and workload, age, and job stress, directly and indirectly, affected intent to stay. These results suggest nursing administrators and nursing leaders to develop appropriate strategies or design interventions for enhancing nursing faculty members' intent to stay.

Examining the influence of organizational commitment on service quality through the lens of job involvement as a mediator and emotional labor and organizational climate as moderators.

This study investigates the impact of organizational commitment and job engagement on service quality, while integrating the influences of organizational climate and emotional labor. Utilizing data from 427 participants, acquired via structured questionnaires, the research employed the Statistical Package for the Social Sciences (SPSS) for analysis. The findings reveal that heightened job engagement and organizational commitment significantly enhance service quality, primarily through reinforcing employees' trust in their organization. A favorable organizational climate is instrumental in strengthening employees' affiliation with their organization, consequently leading to superior service provision. Furthermore, the capability to effectively regulate emotions emerges as a critical factor in both job engagement and the quality of service. The study advocates for augmenting job engagement and organizational commitment, cultivating a supportive workplace atmosphere, and equipping employees with resources for efficient emotional management. These strategies are proposed to substantially improve service quality. The insights derived from this research provide essential directives for managers striving to achieve service excellence.

Effect of the Japanese medical office system on job satisfaction, loyalty, engagement, and organizational commitment of medical practitioners: a survey of cardiologists in the acute care setting.

BACKGROUND: In Japan, medical doctors have traditionally been assigned from university medical offices, under the medical office system. The present study examined the effects of the medical office system on job satisfaction, engagement, loyalty, and organizational commitment among cardiologists. METHODS: In this study, a survey of 156 cardiologists was conducted, from April 22, 2023, to May 21, 2023, to examine the effect of the medical office system on employee job satisfaction, employee engagement, and organizational commitment. RESULTS: Compared with the group that belonged to a medical office system (affiliated group, n = 117), the group that did not belong to a medical office system (non-affiliated group, n = 39) was affiliated to hospitals with a smaller number of beds. The results of the factor analysis showed that four types of hospital management styles were generated, namely, environment-, loyalty-building-, treatment-, and philosophy-oriented hospitals. There is an indication that the philosophy-oriented management style was adopted at the workplaces of the non-affiliated group. The treatment-oriented style also tended to be higher in the non-affiliated group than in the affiliated group. Furthermore, the non-affiliated group had higher organizational commitment, indicating that they were more likely to agree with the management philosophy set forth by hospital executives. CONCLUSION: Although the medical office system did not affect job satisfaction, compared with medical doctors with the affiliated group, those with the non-affiliated group tended to work in hospitals that emphasized philosophy-oriented management, and they received moderate compensation while practicing in an environment suitable for their specialty. These results suggest that the medical office system makes it difficult for medical doctors to have high workplace loyalty, engagement, and commitment to the hospital to which they are dispatched.

Factors affecting turnover intention of Nigerian employees: The moderation effect of organizational commitment.

Examining turnover as a noteworthy concern for businesses irrespective of their scale, this research delves into the factors influencing the inclination of employees in small and medium-sized enterprises to depart from their current workplaces. Additionally, the study explores how organizational commitment moderates the connections between attitude, subjective norms, perceived behavioral control, and intentions to leave. Methodology: Six hypotheses were formulated regarding the links between the components of the initial Theory of Planned Behavior and organizational commitment. Results: The outcomes from the partial least squares structural equation modeling indicated that the three primary predictors of the Theory of Planned Behavior have a substantial impact on turnover intention, with perceived behavioral control exerting the strongest influence. Additionally, the findings highlighted that the relationship between the Theory of Planned Behavior constructs and turnover intention is moderated by organizational commitment. Practical Implications and Originality: In this research, an expanded rendition of the Theory of Planned Behavior was employed to bring novel insights into the realm of organizational commitment among workers in small and medium-sized enterprises.