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Drawing on social identity and self-categorization theories and building on Meyer and Herscovitch's (2001) work on affective commitment, this study aimed to examine the relationship between organizational identification and affective commitment, and the relationships between these two variables and employees' attitude and behavior.

Data were collected on-site from 158 automobile dealership employees in central China. Regression analysis and hierarchical linear modeling were used to analyze the survey data.

Organizational identification was positively related to affective commitment. Affective commitment was negatively related to turnover intention and positively related to job performance. Affective commitment mediated the relationship between organizational identification and turnover intention, but did not mediate the relationship between organizational identification and job performance.

This study contributes to the literature by integrating organizational identification and affective commitment, the two distinct types of employees' organizational attachment. However, results should be cautioned with the limitations of the study.

Managers can use employees' organizational identification to foster affective commitment since it leads to a variety of positive work attitudes and behavior.

Society as a whole may benefit by having more loyal and committed workforce in organisations.

This study develops a model that aligns employee commitment and identification. Doing so answers the call for more efforts to integrate the two forms of organizational attachment in order to make more progress in this line of research.

This purpose of this paper is to develop and examine a theoretical framework for evaluating role of corporate social responsibility (CSR) in influencing millennial fast food consumers’ purchasing behavior. It also aims to help business strategists to leverage marketing strategies to achieve a competitive gain.

To examine the proposed framework through the partial least squares structural equation modeling (PLS-SEM), the authors collected data through survey. They also evaluated the proposed framework through the multi-group analysis and the importance-performance map analysis (IPMA).

Findings suggest that CSR alone is unable to influence millennial fast food consumers’ purchase intention. Therefore, fast food business strategists should communicate CSR activities by simultaneously focusing on affective identification and satisfaction to achieve the objective. IPMA analysis shows that, among all the CSR indicators, fast food restaurants’ responsible behavior and their concern with respect to the environment create the most impact on millennial fast food consumers’ mindset.

For fast food business strategists, the findings of this research provide a strategic blueprint in terms of using CSR as a way to foster relationships with the millennial fast food consumers, thus creating a competitive advantage in the market.

Anchoring in the theoretical framework, this research contributes to the extant literature by providing a critical evaluation of how to influence millennial fast food consumers’ purchase intention from a more systematic perspective. This research also offers fast food marketing managers a strategy by leveraging their initiatives for a particular customer segment through the IPMA at both the construct and indicator levels.

This study aims to develop comprehensive definitions, conceptualizations and measures of four internal brand management (IBM) outcomes, namely, brand understanding, brand identification, brand commitment and brand citizenship behaviour (BCB). In doing so, it also aims to propose a model, which considers the relationships across these outcomes.

Data were collected via an online survey of 375 employees who work in service organizations, sourced from an Australian, Web-based market research list.

In addition to the indirect effect of brand understanding on BCB via affective IBM outcomes (i.e. brand identification and brand commitment), the study exposes a direct effect of brand understanding on BCB. Therefore, the study shows that BCB is affected by cognitive and affective antecedents.

Because this study focuses on IBM outcomes, future studies could propose and test relevant antecedents and moderators. As the empirical basis of this study comes primarily from the tourism and hospitality industry in one domestic market, the study should be replicated in other industries and countries to ensure the generalizability of the identified relationships.

This study not only delivers IBM outcome measures but also empirically validates that employees’ understanding of the brand is a foundation for affective and behavioural IBM outcomes. Therefore, managers, especially in service organizations, should provide sufficient IBM practices to enable such brand understanding.

This study contributes to IBM literature by developing comprehensive definitions, conceptualizations and measures of four important IBM outcomes. This study is the first to include brand understanding, brand identification, brand commitment and BCB simultaneously.

The purpose of this paper is to examine the relationship between corporate social responsibility (CSR) and employees’ affective commitment. Three underlying mechanisms are used to explain the relationship between CSR and commitment, namely, deontic justice, social identity theory and social exchange theory.

Data were collected through survey questionnaires. The sample consisted of 161 employees who work in private and public organizations in Tunisia. Regression analysis was conducted using a multiple mediation model.

The results reveal a positive and significant relationship between CSR and employees’ affective commitment. The perception of person–organization fit, organizational identification and perceived organizational support mediates the relationship between CSR and affective commitment.

With regard to CSR, past studies have never deal with deontic values in analyzing work behaviors. Furthermore, most previous studies have considered a direct effect between CSR perceptions and affective commitment. This study extends the literature by conceptualizing the indirect mechanisms linking CSR to employees’ affective commitment.

This paper aims to investigate the impact of memorable destination experience and destination attractiveness on tourist-destination identification and destination love. It also investigates the moderating role of gender.

Using the cluster sampling method, the study selected cities of a developing country with the most popular destinations. A questionnaire survey was used to collect data from a sample of foreign and domestic tourists. To test the research model, a covariance-based structural equation modelling approach was adopted.

According to the results, destination attractiveness and memorable experience had a positive effect on tourist-destination identification. Similarly, tourist-destination identification positively influenced destination love. In addition, destination love impacts the intention to revisit and word-of-mouth. Finally, the results indicate that gender moderates some of these relationships.

Understanding what items can create strong bonds between destination and tourist is of great importance. By providing a validated conceptual model that traces the relationship between memorable experience, destination attractiveness and tourist-destination identification through cognitive, affective and evaluative dimensions, this study attempts to answer prior calls for examination from the viewpoint of tourism scholars.

This research paper aims to explore whether and how perceived corporate social responsibility (CSR) influences employee-associated outcomes in ways that are controllable by managers. Drawing from the theories of self-determination and social identity, this study investigates the mediating effects of psychological needs fulfillment and organizational identification in exploring the mechanisms that link perceived CSR to employee job performances of Chinese state-owned tourism companies.

Survey was used to collect original data from ten Chinese state-owned tourism companies to examine the proposed model. Data was analyzed through structural equation modeling.

Employees’ perceptions of CSR are found to demonstrate significantly effective associations with their job performance. Moreover, results support that the influences of CSR on staff’s job performance are also conveyed through psychological needs fulfillment (competence) and organizational identification (i.e. cognitive identification and affective identification).

Findings not only provide strategic ideas and operational tactics for tourism managers to devise CSR strategies and allocate CSR resources but also offer inspirations to integrate CSR initiatives with human resource management strategies.

This study diverts the research of CSR from the organizational level to the individual level. This study also explores the mechanism of psychological needs fulfillment and organizational identification underlying processes in the employee perceptions of CSR–job performance linkages.

Even though the influence of transformational leadership on organisational citizenship behaviour (OCB) has been extensively studied in human resource management, evidence on the mechanisms through which transformational leadership affects OCB is only beginning to emerge. In view of the ambivalence about strategies of advancing OCB, this paper aims to establish whether and the extent to which the relationship between transformational leadership and OCB was mediated by organisational justice and affective commitment.

The study was based on a random survey of 300 employees from a medium-sized public university, and 122 employees from public and private sector organisations in Lesotho. Partial least squares structural equation modelling and process macro techniques were used to analyse data.

The results confirmed significant paths between transformational leadership and organisational justice; organisational justice and affective commitment; and affective commitment and OCB. The results further suggested that perceived justice and affective commitment were significant serial mediators between transformational leadership and OCB.

Elucidation of the nature of mediating factors between leadership and OCB would leverage organisations’ level of understanding of why transformational leadership is critical to promoting OCB, and hence encourage them to design programmes that would equip supervisors with skills necessary to enhance it.

This is one of the few theory-driven primary studies that examine the serial mediating roles of organisational justice and affective commitment in the transformational leadership – OCB relationship.

This study delves into the impact of mindfulness on the retention intention of technology employees, with a particular focus on the mediating variables of affective commitment (AC) and organizational identification (OI). The primary aim is to gain a comprehensive understanding of the underlying mechanisms through which mindfulness influences the retention intention of technology employees.

The research employed a survey approach with self-administered questionnaires and structural equation modeling. The collected data were analyzed using Statistical Product and Service Solutions (SPSS) 24 and Analysis of Moment Structure (AMOS) 28. Multiple mediation analyses was conducted through AMOS to examine the mediating effects of OI and AC.

The association between mindfulness and retention intention among technology employees showed an overall positive correlation. Additionally, AC and OI were positively correlated with retention intention. In the impact of employee mindfulness (EM) on retention intention, all indirect effects were found to be significant.

To the best of the authors' knowledge, this study is the first to investigate the relationship between EM and retention intention, as well as the associations of AC and OI with them, extending the application of mindfulness in management and offering insights for talent retention among company decision-makers.

The purpose of this paper is to examine alternative constructs that are used in parallel to describe the strength of consumer‐brand relationships. First, the two main conceptualisations of relationship quality (RQ), as developed by relationship marketing and branding literature, are analysed to highlight their common elements. Then, the recently applied in branding context concept of consumer‐brand identification (CBI) is analysed, and issues regarding its nature and link to RQ are raised.

The paper draws upon existing literature on the streams of branding and relationship marketing, to propose a conceptualisation of consumer‐brand RQ and examine the link of CBI to RQ. To investigate the research questions, an exploratory qualitative paper is undertaken involving four focus groups with consumers who have developed relationships with cosmetic brands.

Responses provide evidence for the concepts of satisfaction, trust, commitment, intimacy and love in describing consumer‐brand RQ. CBI emerges as a distinct construct of cognitive nature. Furthermore, RQ appears to be differentiated according to consumer age.

This research enables commencement of empirical examination of the link between RQ and CBI and the relative role of age into building strong relationships with brands.

The paper bridges two different research streams, relationship marketing and branding, into conceptualising consumer‐brand RQ. Furthermore, the paper is a first attempt to explore the role of CBI in relation to the construct of RQ, thus fulfilling an identified gap in the literature regarding the link of those constructs.

This study proposes and tests a model that attempts to explain the role of situational and personal‐related factors relating to why top executives become involved in their jobs.

Building on job involvement, literature, the present study involved senior managers employed in public sector organizations in Israel. Data were collected through structured surveys. A total of 98 usable questionnaires were returned (a response rate of 37.4 percent). Path analysis, using AMOS 4.01 program, was conducted to assess the research model.

The results indicate that both situational and personal‐related factors predict job involvement. The findings show that the relationship between perceived external prestige and job involvement is mediated by affective commitment, and that the relationship between protestant work ethic and job involvement is mediated by normative commitment.

This research is one effort to unraveled situational and personal‐related factors that affect the degree to which senior managers become highly involved in their job. The findings shed light on the process that job involvement is developed among senior executives. Future research, however, should apply a longitudinal design to fully understand the dynamic process of becoming involved in a job among people who are being promoted to senior managerial positions.

Being involved in a job may produce both positive and negative consequences at both the individual and organization level. Thus, efforts should be directed to fit and balance expectations, needs and interests of both sides.

This study provides useful information on the determinants of job involvement among top executives