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The purpose of this paper is to extend understanding regarding the basis and foci of employee commitment. It does so by exploring the direction towards employee centric rather than an assumed organisation basis of commitment.

Survey data of over 300 employees from a variety of organisations in the Republic of Ireland were collected. Data focussed on worker orientations and their foci of commitment.

The findings confirm a more pluralistic and mixed basis to the antecedents of worker commitment, as opposed to an assumed human resource management unitarist ideology often promoted by organisational managers. At the level of individual workers, a dominant focus for commitment relates to career development and the milieu of an immediate workgroup.

There are three implications. First, mutual gains possibilities are not straightforward and there are practical pitfalls that employee interests may get squeezed should managerial and customer interests take precedence. Second, there remain competing elements between job security, flexibility and autonomy which can impact performance. Finally, line managers are key conduits shaping commitment and especially psychological contract outcomes.

This paper unpacks the relationship between ideological orientation and an individual’s foci of commitment. The research found that traditional orientations and foci of commitment are deficient and that simplified individualistic interpretations of the employment relationship are complex and require more critical scrutiny.

The purpose of this study is to investigate the impact of relational bonding on intention and loyalty and the mediating role of commitment foci in the service context.

The study used a cross-sectional and quantitative mail survey approach. Bank customers in New Zealand were surveyed, and multiple analytical techniques were used to measure the relationships between consumer bonding, commitment foci and loyalty behavioral intentions and the mediating role of commitment foci in service relationships.

The results confirm that commitment foci or targets of commitment are important mediators in the relationships between bonding and loyalty-related behavioral intentions. The findings provide new theoretical knowledge about the mediating effect of the commitment foci in service relationships and significantly enhance knowledge about consumers’ intention and loyalty.

The research provides several noteworthy insights into the role of social and structural bonding in consumers’ commitment and loyalty in the service context, as well as provides an important implication for segmentation.

The study contributes to the service research on consumers’ intention and loyalty behavior toward the commitment foci. Introducing the role of commitment foci as a mediating mechanism within the context of a service encounter is new in the services marketing literature. This study provides a better understanding of consumers’ perceptions of and behaviors toward the commitment foci, as well as their intention and loyalty.

The purpose of this research is to determine high school teachers' organizational commitment levels, their commitment focuses and variables to which their commitments are related.

A survey‐based descriptive scanning model was used. The study was carried out in Elazig city on teachers working in public and private high schools. Taking in the whole population, the questionnaire was administered to 1,017 teachers.

The results show that teachers' commitment focuses, their types and levels of commitment to these focuses vary according to their personal characteristics such as gender, marital status and tenure. Although female teachers are more affectively and normatively committed to the teaching profession than their male counterparts, they have low levels of normative commitment to the work group and low levels of continuance commitment (based on lack of investments) to the school in which they work. Married teachers are less affectively and normatively committed to the teaching profession than unmarried ones. However, married teachers' continuance commitment levels to the teaching profession and to the school in which they work are higher. As tenure increases, perceptions of investments having been made in schools increase and therefore teachers' continuance commitment levels to the focus of the school in which they work increase. Although one‐to‐five year tenured teachers have the highest levels of normative commitment to the teaching profession, they are the least affectively and normatively committed to the focus of work group.

The focus of the study is teachers working at high schools. Teachers working at various school levels may be committed to different focuses or to the same focus at different levels. It may be that a larger study across school levels would have revealed differences across them. Also, the underlying reasons why some teachers are committed to some focuses may be probed more profoundly.

Keeping in mind the importance of teachers' commitment to various focuses and its effects on school effectiveness, educational leaders should take necessary measures to remedy the troubles which cause teachers' lack of commitment. In this context, school leaders may attempt to strengthen: female teachers' weak normative bonds to the work group, married teachers' weak affective and normative bonds to the teaching profession, and new teachers' weak affective and normative bonds to the work group. The findings reveal the need for more supportive and integrative managerial actions to raise teachers' levels of commitment. School leaders may be more concerning and develop special strategies contingent on their employees' personal characteristics to create high commitment workplaces.

The relevant literature shows that the types and levels of teachers' commitment focuses are quite an under‐researched area and the study has contributed to one's understanding of these issues.

The purpose of this paper is to investigate the interrelationships between different foci of commitment, namely, department commitment (DC) and corporate brand commitment (CBC), and their relationship toward favorable employee behavior on the same level of aggregation.

A survey at a maximum care hospital in Germany was conducted (N = 366).

Integrating two contrasting frameworks (“key mediating concept” and “compatibility concept”) into a mixed model by using the accessibility-diagnosticity framework, support for the predictive nature of DC on CBC was found. Based on the compatibility principle, relationships between DC and department citizenship behavior (DCB) as well as between CBC and brand citizenship behavior (BCB) are empirically supported. Negligible spillover effects were found.

Understanding the relationship between DC and CBC shows new ways to strengthen CBC, as the generation of DC has synergetic effects on favorable employee behaviors. DC facilitates employee behavior supporting the department and has an indirect impact on BCB, which is extremely important in service sectors with limited differentiation potential.

This paper provides a new theoretical reasoning to derive relationships between different foci of commitments applicable for future research. Additionally, it is the first implementation of CBC in a multi-foci framework of commitments and favorable employee behaviors. Moreover, it is the first application of the BCB construct in a healthcare context. Finally, empirical support for a mixed concept approach over past models in a multi-foci framework is provided.

The purpose of this paper is to investigate the nature of commitments of local employees to a parent company and a local operation in comparison to the nature of commitment of Western expatriates to the two foci.

Data were collected by questionnaire from 532 local employees and 471 Western expatriates currently working for the subsidiaries of multinational companies (MNCs) in Vietnam. Hypotheses were tested using exploratory factor analyses, confirmatory factor analyses, correlation analyses, t-test, generalized linear models and hierarchical regression.

The results confirmed two distinct commitment foci and revealed that the commitment to the local operation was stronger than the commitment to the parent company for local employees. Remarkably, retention and absenteeism are more driven by local operation commitment than by parent company commitment for the local employees. In contrast, these outcomes are more driven by parent company commitment for the Western expatriates. Working conditions (job autonomy, job variety, transformational leadership and remuneration) positively predicted affective commitment to the local operation for both groups; particularly job variety and leadership were better predictors for local employees than for Western expatriates.

The comparison shows effective and specific ways to sustain and reinforce the commitments of each employee group with regard to two foci. This information may help to reduce the rate of turnover intention and absenteeism in MNCs.

By using a multifaceted approach, this study provided a comparison of dual organizational commitment for different categories of employees working in MNCs. Second, this study shows that the stronger commitment focus has a stronger influence on related outcomes (i.e. retention and absenteeism). If so, MNCs can focus on reinforcing the selected commitment focus in order to reduce the costs of management. Third, the study has initially pointed out that some work factors exert a specific influence on different commitment foci in the two groups. Controlling these work conditions is recommended to sustain and develop commitment levels of the two groups.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

The purpose of this paper is to develop and test a research model on Taiwan's National Police Administration setting, extending the theory of planned behavior, reasoned action, and expectancy‐valence, and developing the more neglected aspects of the goal‐setting theory.

Participants were Taiwan's National Police Administration employing 500 full‐time employees. Structural Equation Modeling was used to explore the relationship among regulatory focus, uncertainty towards organizational change, and organizational commitment.

The results were that promotion focus or prevention focus had a significantly positive influence on uncertainty towards organizational change, and only promotion focus had a significantly positive influence on organizational commitment. In addition, uncertainty towards organizational change had a significantly negative influence on organizational commitment. The results supported the significant role of uncertainty towards organizational change as a mediator in the relationship between promotion focus (or prevention focus) and organizational commitment.

The results of the research help fill important research gaps (lack of empirical research and generalization) in the regulatory focus theory literature, clarifying the special role of regulatory focus in a traditional police organization's change processing, and its implications for police officers utilizing a non‐US setting to allow a cross‐cultural examination of regulatory focus theory.

The purpose of this paper is to examine the mediating effect of regulatory focus for educational welfare specialists in the relationship between their career commitment and job satisfaction.

A total of 650 responses were used for the data analysis after removing 80 incomplete responses through general data screening procedures. The two-step approach of SEM (structural equation modeling) analysis was mainly used for testing the hypotheses.

As the results of this study, career commitment was statistically significant for job satisfaction. Promotion focus of the regulatory focus was shown to have a mediating effect on the relationship between career commitment and job satisfaction, while prevention focus did not.

Theoretical and practical implications are provided and further studies are recommended. Career paths for educational welfare specialists should be provided to increase their career commitment. The training and development program geared by psychological assessment could be expanded to play a major role in giving an opportunity where employees perceive the type of regulatory focus that they have and the need to adjust it according to the job situation.

This study identified the mediating role of promotion focus when educational welfare specialists’ career commitment positively influences their job satisfaction. It is meaningful to look into the internal aspect of the variables, such as individuals’ self-regulation strategy, rather than external factors, such as compensation, to increase job satisfaction.

This paper seeks to examine the relationships between affective commitment and organizational citizenship behaviors (OCBs) across four foci: organizations, supervisors, coworkers, and customers. Further, it aims to determine whether relationships among commitments and OCBs involve mediated linkages.

This study relies on matched employee‐supervisor data (n=216). The relative fit of different models representing relationships among commitments and OCBs was examined using structural equations modeling.

Results revealed that commitments to coworkers, customers and supervisors displayed positive relationships with OCBs directed at parallel foci. In addition, commitment to the global organization partially and negatively mediated the relationship of commitments to coworkers and customers to parallel OCBs dimensions. Results also revealed cross‐foci relationships between local commitments and OCBs. Finally, no commitment target was significantly associated with organization‐directed OCBs but the latter were positively related to local OCBs.

The paper demonstrates that multiple commitments and OCBs are involved in a complex net of relationships among which local foci play a critical, and positive, role.

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR attributions has made progress toward understanding the relationship between HR practices and employee outcomes from a process perspective. However, this research is still fragmented and lacks a systematic typology of the different types of HR attributions and a compelling organizing research framework. Furthermore, a number of research gaps and opportunities have emerged regarding the nomological net of employee HR attributions. To address the gaps and capitalize on the opportunities, the authors propose an overarching theory-driven multi-level framework that guides the choice of the antecedents and outcomes of employee HR attributions and explains their relationships along with both mediating and moderating mechanisms. Drawing on signaling theory embedded in the proposed framework, the authors identify and categorize various antecedents of employee HR attributions to explain their relationships. The authors also use several additional theories such as social exchange and the job demands–resources model included in their review to identify and categorize various outcomes of employee HR attributions across levels of analysis (i.e., individual, collective [team/group/unit], organization) and explain their relationships. In addition, the proposed framework explains how individual-level employee HR attributions emerge at the collective level and influence collective processes and outcomes. The authors end their review by pinpointing future research needs and discussing related future research directions.