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1 – 10 of over 140000This chapter examines a class of interest rate rules that respond to public expectations and to lagged variables. Varying levels of commitment correspond to varying degrees of…
Abstract
This chapter examines a class of interest rate rules that respond to public expectations and to lagged variables. Varying levels of commitment correspond to varying degrees of response to lagged output and targeting of the price level. If the response rises (unintentionally) above the optimal level, the outcome deteriorates severely. Hence, the optimal level of commitment is sensitive to the method of expectations formation and partial commitment is the robust, optimal policy. The policymaker should adjust the price level toward a target, but complete adjustment is neither necessary nor desirable.
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Jayanti S. Sothinathan, Donnie Adams and Norfariza Mohd Radzi
Middle leadership is difficult to define and fathom as these roles are fluid, adapting to the context of individual schools. However, little is known about the relationships among…
Abstract
Purpose
Middle leadership is difficult to define and fathom as these roles are fluid, adapting to the context of individual schools. However, little is known about the relationships among middle leadership, teacher commitment and job satisfaction in the field of education. The purpose of this paper is to propose a conceptual framework on the mediating role of teacher job satisfaction in the relationship between middle leadership and teacher commitment in schools based on past research, particularly in the context of schools.
Design/methodology/approach
A review of literature was undertaken to develop the conceptual framework.
Findings
Findings suggested that middle leadership can positively influence teacher commitment via the mediating effect of teacher job satisfaction.
Originality/value
The value of this paper lies in understanding middle leadership as a salient factor in influencing teacher commitment via teacher job satisfaction. This paper’s framework lays a strong foundation for the expansion of the middle leadership knowledge base on middle leadership as well as for future theory development and debate.
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Julia Stranzl, Christopher Ruppel and Sabine Einwiller
Since research has already shown that social distance affects the relationship between employees and the organization, this study (1) examines job-related resources that…
Abstract
Purpose
Since research has already shown that social distance affects the relationship between employees and the organization, this study (1) examines job-related resources that contribute to teleworkers’ organizational commitment and (2) works out how internal communication professionals can strategically address them.
Design/methodology/approach
A total of 50 problem-centered, semi-structured qualitative interviews were conducted with teleworkers from Austrian and German organizations between March and June 2021.
Findings
The interview data resulted in eight job-related resources that contribute to teleworkers’ organizational commitment. By pointing out the communicative aspects of these resources, we discuss how internal communication professionals can strategically engage to maintain the connection between teleworkers and the organization despite the distance. It highlights the communicators’ role as a strategic communicators and networkers, as enabler and as key speaker for employees’ needs.
Research limitations/implications
The data were collected during a health crisis (COVID-19 pandemic) in the context of Austrian and German organizations and refers to the perspective of employees for whom teleworking israther new.
Originality/value
The study provides in-depth insights into teleworkers’ expectations and entails clear implications for the practice of internal communication professionals to strengthen teleworkers’ commitment.
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Rongrong Shi, Baojun Yang, Zhaofang Chu and Fujun Lai
Digitalization brings complexity and challenges to the relationship governance between logistics outsourcers and their providers. Drawn on resource dependence theory (RDT) and…
Abstract
Purpose
Digitalization brings complexity and challenges to the relationship governance between logistics outsourcers and their providers. Drawn on resource dependence theory (RDT) and resource-based view (RBV), this study aims to examine the role of relationship commitment in simultaneously managing dependence and improving operational performance in logistics outsourcing in the digital economy, as well as the contingent factors (i.e. communication, relationship length, and company size) that affect the effectiveness of relationship commitment.
Design/methodology/approach
Based on data collected from 130 third-party logistics (3PL) users in China, our model was tested with the partial least squares (PLS) approach.
Findings
First, relationship commitment is necessary for 3PL users to manage dependence on 3PL providers and improve operational performance in the digital economy. Second, communication helps 3PL users to develop higher relationship commitment but weakens the motivating effect of dependence on relationship commitment. Third, a long relationship history develops inertia to diminish the effectiveness of dependence on driving relationship commitment while it boosts the impact of relationship commitment on operational performance. Last, company size is an important signal to amplify the effectiveness of relationship commitment for operational performance enhancement.
Originality/value
This study contributes to the logistics outsourcing literature by integrating RDT and RBV to explain the twofold roles of relationship commitment, simultaneously tackling dependence and enhancing operational performance in the digital economy. Additionally, it expands the understanding of the boundary conditions (e.g. communication, relationship length, and company size) on these twofold roles.
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Yingjie Yang, Meihua Chen and Hu Meng
Sustainability is considered a core trend in the development of the fashion industry. Clarifying the driving factors of consumers’ sharing willingness regarding sustainable image…
Abstract
Purpose
Sustainability is considered a core trend in the development of the fashion industry. Clarifying the driving factors of consumers’ sharing willingness regarding sustainable image from the perspective of psychology can help fashion brands implement sustainable management and deepen industrial sustainable development.
Design/methodology/approach
Based on commitment theory, this paper proposes a conceptual model that includes three antecedents: perception of greenwashing, environmental, social and governance (ESG) and social media content quality. These affect consumers’ sharing willingness regarding sustainable image through affective commitment, continuance commitment and normative commitment. Furthermore, 310 participants reported their tendencies in a formal empirical study.
Findings
The results show that unlike green perception, which has a significant negative effect, consumers have a significant positive commitment to high perceived levels of ESG and social media content quality. Besides, all three dimensions under the commitment theory play a partial mediating role between consumer perception and sharing willingness.
Originality/value
This study not only extends the research on the commitment theory to the field of fashion marketing and management but also enriches the research context of brand image sharing willingness, which explains the differential effects of different consumer commitments on their information sharing willingness. Moreover, several management implications applicable to the fashion industry have also been proposed based on the conclusion.
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Drawing on goal setting theory (GST), this study explores the relationship between visionary leadership behavior (VLB) and employee performance, along with the mediating role of…
Abstract
Purpose
Drawing on goal setting theory (GST), this study explores the relationship between visionary leadership behavior (VLB) and employee performance, along with the mediating role of vision commitment and the moderating role of organization resource support.
Design/methodology/approach
We conducted two studies to test hypotheses. Study 1 and Study 2 collected data from 212 and 204 full-time employees and their leaders, respectively. The data were analyzed using hierarchical regression and bootstrapping technique.
Findings
We found that VLB is positively related to employee vision commitment and vision commitment mediates the effect of VLB on employee performance. Organization resource support moderates the effect of vision commitment on employee performance and the indirect effect of VLB on employee performance via vision commitment, such that the two effects are stronger when organization resource support is high.
Originality/value
First, this study reveals the mediating role of vision commitment in the relationships between VLB and employee performance. Second, this study explores the moderating role of organization resource support in the relationship between VLB and employee performance. Third, this study enriches the theoretical perspective of VLB research and expands the application scope of GST.
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This article aims to elucidate the effect of transformational leadership on commitment to change, assuming the existence of mediating variables (Leader–Member Exchange…
Abstract
Purpose
This article aims to elucidate the effect of transformational leadership on commitment to change, assuming the existence of mediating variables (Leader–Member Exchange) influencing this relationship.
Design/methodology/approach
Data was collected through a survey based on a sample of 240 observations (Tunisian context with respondents from the healthcare sector). These findings were processed using SPSS and AMOS 23 software, employing exploratory factor analysis and structural equation modeling.
Findings
Research results affirm that leader–member exchange plays a mediating role between leadership styles and commitment to change.
Research limitations/implications
Methodologically, the sample choice lacked diversity. Only hospitals were encompassed in this study. Hence, the generalizability of the results might be questioned. It is crucial to acknowledge that outcomes could vary based on culture and organizational type (Yu et al., 2002; Hechanova and Cementina-Olpoc, 2013). Moreover, our assessment of commitment to change relies on a unidimensional measurement scale focused on affective commitment. However, a multidimensional approach (Herscovitch and Meyer, 2002) could provide a more detailed understanding of the relationship between transformational leadership and different dimensions of commitment to change, including affective, normative and continuance commitment.
Practical implications
On a practical level, the outcomes of this study hold significance for the healthcare domain, especially concerning change management and leadership within healthcare institutions. Grasping how transformational leadership can positively influence commitment to change through leader–member exchange offers healthcare managers concrete strategies to foster employee adherence to change initiatives. This understanding can be particularly crucial in a constantly evolving environment, where practices and protocols need adaptation to meet new requirements and medical advancements.
Originality/value
This research clarifies how transformational leadership influences commitment to change through leader–member exchange. Furthermore, this study guides organizations toward cultivating transformational leaders. The strength of transformational leadership lies in its ability to channel and transform energies to evoke enthusiastic motivation for achieving anticipated goals (Bass, 1985). However, it's pivotal to recognize that transitioning from a manager-directed approach to an empowerment approach presents inherent challenges (Manz et al., 1990). Investing in leadership development, as underscored by this study, can yield tangible enhancements in commitment to change.
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Gemechu Hotessa Warie, Elfneh Udessa Bariso and Admassu Tesso Huluka
This study aimed to analyze top management commitment to business performance in the context of coffee processing firms in Guji Zone, Ethiopia.
Abstract
Purpose
This study aimed to analyze top management commitment to business performance in the context of coffee processing firms in Guji Zone, Ethiopia.
Design/methodology/approach
The study was conducted on coffee processing firms in Guji Zone, Ethiopia, using a mixed approach with a descriptive and explanatory design. A systematic, simple random sampling technique was used to draw a sample. A total of 345 respondents were actively involved in the survey. Descriptive and inferential statistics were applied to analyze the data through SPSS-20.
Findings
The results indicate that members of top management in the sector were committed to promoting their business performance. The findings of the study also reveal that top management commitment has significant and positive effects on the overall business performance of coffee processing firms.
Research limitations/implications
The study was limited to the coffee processing industry and generalization of the results to other sectors may be questionable. Similarly, the study was presented using primary data only. Thus, future researchers will be advised to strengthen their findings using the secondary data.
Practical implications
The study’s implications have contributed to theoretical, practical and managerial perspectives. The findings validate and refine existing theories, provide practical insights for coffee processing firms and offer guidance for managerial decision-making and leadership development.
Originality/value
Up to the time of the authors' literature review, no study with a similar topic on coffee processing firms in the Guji Zone was found and it is believed to be the first literature evidence for future researchers.
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Marisa Santana-Martins, M. Isabel Sánchez-Hernández, Jose Luis Nascimento and Florence Stinglhamber
This research aims to identify whether leaders' affective organizational commitment influences employees' affective commitment to both the leader and the organization…
Abstract
Purpose
This research aims to identify whether leaders' affective organizational commitment influences employees' affective commitment to both the leader and the organization. Additionally, the study explores the role of employees' emotional awareness in shaping these relationships.
Design/methodology/approach
Examining a sample of 154 leaders and 249 employees in multinational companies, this study adopts a multilevel approach.
Findings
The results reveal a positive influence between the two foci of commitment (leaders and organization) at both the leader and employee levels. Furthermore, it confirms that employees' emotional awareness plays a positive role in the commitment process.
Practical implications
This research highlights the significance of implementing internal policies and measures that consider the various foci of commitment. To foster employees' commitment, it is crucial to establish a robust alignment between human resources management and leaders.
Originality/value
This study delves into the exploration of two commitment foci to deepen our comprehension of the directional relationship between them in the workplace. More specifically, our research scrutinizes the impact of leaders' affective organizational commitment on employees' affective commitment to the organization, while also analyzing its reciprocal influence on employees' affective commitment toward their leaders.
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Muhammad Junaid Ahsan and Muhammad Hasham Khalid
This study aims to examine the impact of an organization’s internal and external corporate social responsibility (CSR) initiatives on employee job satisfaction and organizational…
Abstract
Purpose
This study aims to examine the impact of an organization’s internal and external corporate social responsibility (CSR) initiatives on employee job satisfaction and organizational commitment.
Design/methodology/approach
Drawing on the social identity perspective, the authors proposed and tested a mediation model to understand the psychological mechanisms underlying the effects of CSR. The study sample comprised 263 employees from Italian manufacturing firms.
Findings
Our findings indicate that external CSR orientation is positively associated with employee job satisfaction and organizational commitment. Furthermore, the mediating effect of job satisfaction partially explains the positive relationship between external CSR orientation and organizational commitment. Moreover, we found that the positive impact of external CSR on employee outcomes is strengthened when combined with internal CSR.
Practical implications
This research has practical and theoretical implications for organizations seeking to enhance employee engagement and commitment through CSR initiatives and sheds light on how CSR can shape employee attitudes and behaviors toward the organization.
Originality/value
This study brings a novel contribution to the field by examining the impact of both internal and external CSR initiatives on employee job satisfaction and organizational commitment.
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