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Article
Publication date: 1 January 2010

Colleen C. Bee and Mark E. Havitz

Consumer loyalty has long been recognised as a key consideration of marketing strategies focused on customer retention. While the importance of the loyalty construct is…

1813

Abstract

Consumer loyalty has long been recognised as a key consideration of marketing strategies focused on customer retention. While the importance of the loyalty construct is widely recognised, the conditions and variables that foster consumer loyalty for a specific service may vary. This paper explores the variables that influence fan attendance at a professional sporting event. It extends prior research by conceptualising both a behavioural and an attitudinal component of loyalty, as well as considering fan involvement with the sport and attraction to the sport. The findings suggest that psychological commitment and resistance to change mediate the effect of fan attraction and involvement on behavioural loyalty in a professional sports context.

Details

International Journal of Sports Marketing and Sponsorship, vol. 11 no. 2
Type: Research Article
ISSN: 1464-6668

Keywords

Content available
Article
Publication date: 15 July 2020

The Nguyen Huynh and Nguyen Thuy An Hua

This study examines the relationship between task-oriented leadership style, psychological capital, job satisfaction and organizational commitment: evidence from…

3920

Abstract

Purpose

This study examines the relationship between task-oriented leadership style, psychological capital, job satisfaction and organizational commitment: evidence from Vietnamese small and medium-sized enterprises.

Design/methodology/approach

The method employed in the research is the Structural Equation Modeling (SEM) for testing hypotheses of data collected from a sample of 800 employees working in small and medium-sized enterprises in Vietnam.

Findings

The results show that the task-oriented leadership style has a positive impact on organizational commitment, limits job satisfaction and no obvious association with the psychological capital of employees. Besides, job satisfaction and psychological capital play an important role in the organizational commitment of employees in small and medium-sized enterprises of Vietnam.

Originality/value

This paper aims to shed light on a less fully explored topic for organizational behavior in small and medium-sized enterprises in emerging markets like Vietnam. In contrast to extensive studies on the participative and supportive leader, this study focuses on task-oriented leadership style in the testing and analysis to understand the theory of leadership style, psychological capital, job satisfaction and organizational commitment in emerging markets and provides more knowledge on employee behavior management for companies in Vietnam. This is a unique contribution to the original value of this article.

Details

Journal of Advances in Management Research, vol. 17 no. 4
Type: Research Article
ISSN: 0972-7981

Keywords

Article
Publication date: 3 April 2018

Kyongji Han and Andrea Kim

The purpose of this paper is to investigate the additive and differential effects of short-term-oriented group incentives (STOGIs) and long-term-oriented group incentives…

Abstract

Purpose

The purpose of this paper is to investigate the additive and differential effects of short-term-oriented group incentives (STOGIs) and long-term-oriented group incentives (LTOGIs) on psychological ownership and organizational commitment.

Design/methodology/approach

This study analyzed data from 17,255 US employees in the 2005 data set of the National Bureau of Economic Research Shared Capitalism Research.

Findings

Both additive indices of group incentives have direct positive relationships with psychological ownership and organizational commitment, as well as indirect positive relationships with organizational commitment through psychological ownership. STOGIs have a stronger relationship with organizational commitment and LTOGIs have a stronger relationship with psychological ownership.

Originality/value

The value of this research lies in exploring the differential effects of short-and long-term group incentives, which provides new insight into the theory of group incentives and practical implications for their effective utilization.

Details

Employee Relations, vol. 40 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 29 May 2019

Tazeem Ali Shah, Mohammad Nisar Khattak, Roxanne Zolin and Syed Zulfiqar Ali Shah

The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee…

1856

Abstract

Purpose

The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions.

Design/methodology/approach

To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2.

Findings

Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention.

Research limitations/implications

This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality.

Practical implications

Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention.

Originality/value

Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

Article
Publication date: 11 October 2011

Sumi Jha

Psychological empowerment and organizational commitment continues to be of interest to researchers as well as practitioners. There are several researches on organizational…

2891

Abstract

Purpose

Psychological empowerment and organizational commitment continues to be of interest to researchers as well as practitioners. There are several researches on organizational commitment. The research with respect to psychological empowerment, which is emerging as very important factor for employees of service sector is rare. The purpose of this paper is to examine the linkages between psychological empowerment and factors of organizational commitment.

Design/methodology/approach

The sample size for the study comprised 332 Indian IT executives. The data were collected during the time when organizations were trying to overcome recession. Descriptive and inferential statistics like correlation, regression and canonical correlation were used to analyze the data.

Findings

Results of data analysis confirm the hypotheses drawn from the literature. Consistent with other studies, the results of this study confirm that the psychological empowerment influences affective and normative commitment positively. However, no relationship was found between psychological empowerment and continuance commitment.

Practical implications

The prime objective of organizations is to increase affective commitment among employees of the organization. The basic change suggested in this paper is to undergo a job design and make employees understand the importance of their task/job. The feeling among employees that the job done by them has significant impact on the day‐to‐day work activity will generate high degree of affective commitment.

Originality/value

The paper shows that organizations can influence the affective and normative commitment of employees by providing jobs that are challenging for the employees, and by having correct alignment with the goal.

Details

Journal of Indian Business Research, vol. 3 no. 4
Type: Research Article
ISSN: 1755-4195

Keywords

Article
Publication date: 9 March 2015

Fauzia Jabeen, Mohamed Behery and Hossam Abu Elanain

The aim of this study is to examine the impact of the psychological contract, relational psychological contract and transactional psychological contract on organisational…

2783

Abstract

Purpose

The aim of this study is to examine the impact of the psychological contract, relational psychological contract and transactional psychological contract on organisational commitment as mediated by transactional leadership in the United Arab Emirates (UAE) context. The paper also explores the contractual status to determine if the theory remains valid, regardless of the fact whether one is employed as a contingent or permanent worker.

Design/methodology/approach

This research made a longitudinal study spanning a 24-week time period. Data were collected using a self-administered structured questionnaire prepared in English and Arabic, at three stages representing three visits to the participating companies in the UAE. Pearson’s correlation analysis and multiple regression analysis were used to examine the research hypotheses.

Findings

The results show that the psychological contracts (transactional and relational) are positively related to transactional leadership. This study categorizes several consequential relationships between transactional leadership and organisational commitment. It also advocates that transactional leadership has only a fractional mediating role in relation to relational psychological contract, transactional psychological contract and organisational commitment.

Practical implications

The findings suggest that practitioners and academics alike should note that the nature of the psychological contract employed will impact upon commitment and retention.

Originality/value

This study makes a significant contribution to the body of literature, being the second part of a longitudinal study that aimed at testing the mediating effect of transactional leadership on organisational commitment within the context of the UAE. In the earlier study, the intent was to analyse the role of transformational leadership as a mediator between the psychological contract and organisational commitment. Typically, transformational leadership has been found to partially mediate the above mentioned relationships. In addition, it also advocates that there may be some value in considering the employees’ contractual status with regard to the psychological contract and its impact on organisational commitment.

Details

International Journal of Organizational Analysis, vol. 23 no. 1
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 18 April 2022

Janarthanan Balakrishnan and Murali Sambasivan

The purpose of this research is to investigate the change in the relationship of cognitive destination image, affective destination image, destination psychological

Abstract

Purpose

The purpose of this research is to investigate the change in the relationship of cognitive destination image, affective destination image, destination psychological commitment and destination psychological ownership with intention to visit destination because of COVID-19 pandemic.

Design/methodology/approach

The research followed a longitudinal design with 424 samples collected in two phases (t1 – before COVID-19; t2 – during COVID-19). The hypotheses were analysed using structural equation modelling, and the difference between the models (before and during COVID-19) was estimated using multi-group analysis.

Findings

The results indicate that destination psychological ownership and affective destination image share higher significant relationships with intention to visit destination even during COVID-19.

Practical implications

The results have indicated the role of destination psychological ownership in building a sustainable campaign towards the visit intention even during a crisis.

Originality/value

The study contributes to understanding the difference of tourists intention to visit destination before and during COVID-19 from the lens of various theories such as psychological ownership, psychological commitment and destination image.

Details

International Journal of Tourism Cities, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2056-5607

Keywords

Article
Publication date: 9 February 2015

John Rodwell and Julia Ellershaw

The purpose of this paper is to explore the currency underlying the employment relationship of allied health workers by investigating the mechanisms of their psychological

1238

Abstract

Purpose

The purpose of this paper is to explore the currency underlying the employment relationship of allied health workers by investigating the mechanisms of their psychological contracts.

Design/methodology/approach

Path analyses were conducted on the survey responses from Australian allied health professionals (n=112; a 46 per cent response rate).

Findings

The analyses revealed that psychological contract promises decreased organizational citizenship behaviours relating to the organization (OCBO), while contract fulfilment increased commitment and reduced psychological distress. Contract breach reduced organizational commitment.

Originality/value

The results indicate that obligations may be the primary currency in their psychological contract, with career commitment forming a set of obligations by which employees determine their OCBO, highlighting the nature of the resources exchanged to be targeted to their perceived source, in this case organizational promises begetting discretionary contributions to the organization. Further, fulfilment may reduce uncertainty, which in turn can reduce strain and increase OCBO.

Details

Employee Relations, vol. 37 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 10 November 2020

Ram Shankar Uraon and Manish Gupta

This paper has two main purposes. One purpose is to examine the mediating role of affective commitment in the relationship between psychological climate and contextual and…

Abstract

Purpose

This paper has two main purposes. One purpose is to examine the mediating role of affective commitment in the relationship between psychological climate and contextual and task performance. Another purpose is to conceptualize and measure the psychological climate.

Design/methodology/approach

Data were analyzed using a sample of 514 employees working in 12 public sector companies in India. Partial least squares (PLS) technique was used to test the proposed research framework.

Findings

The results of this study revealed that affective commitment has a mediating role in the relationship between psychological climate and contextual performance as well as between psychological climate task performance.

Research limitations/implications

The findings of this study augment the theory of psychological climate by suggesting that individuals perceiving high a psychological climate are likely to have the high affective commitment that ultimately leads to higher performance.

Practical implications

Public sector companies are encouraged to provide a favorable psychological climate that can emotionally commit the employees to perform well.

Originality/value

This study is one of its kinds to overcome the limitations of the earlier studies such as in examining the effect of higher-order psychological climate on task and contextual performances.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 9 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 6 April 2012

Mikael Lövblad, Akmal S. Hyder and Lars Lönnstedt

The purpose of this conceptual paper is to develop the construct of affective commitment in business‐to‐business relationships between customers and suppliers, as well as…

2230

Abstract

Purpose

The purpose of this conceptual paper is to develop the construct of affective commitment in business‐to‐business relationships between customers and suppliers, as well as to introduce the psychological contract as a central antecedent to affective commitment.

Design/methodology/approach

A review of the literature on psychological contracts and relationship marketing relating to affective relationship commitment was conducted to make a theoretical contribution in a buyer‐supplier relationship context.

Findings

By focusing on the individual and incorporating relevant mental processes, theories on affective commitment have been developed. A model and propositions concerning the impact of psychological contracts on affective relationship commitment are suggested, where the psychological contract plays a central role in mediating the effects of several antecedents to affective commitment.

Research limitations/implications

By focusing on the individual's role in affective relationship commitment, this paper contrasts with much of the earlier research, which has used the firm as the unit of analysis. For practitioners, using such an approach will provide a more realistic view of the dynamics in the relationship.

Originality/value

This study makes two main contributions. First, it develops conceptual clarity of the affective commitment construct by putting a clear focus on the individual. Second, it proposes a model that describes the influence of several antecedents to affective commitment, suggesting a central role of psychological contracts in explaining the presence of affective commitment in business‐to‐business relationships.

Details

Journal of Business & Industrial Marketing, vol. 27 no. 4
Type: Research Article
ISSN: 0885-8624

Keywords

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