scholarly journals The Effect of Managerial Power on Employees' Affective Commitment: Case Study

2015 ◽  
Vol 3 (2) ◽  
Author(s):  
Hadi Teimouri ◽  
Najmeh Izadpanah ◽  
Saeid Akbariani ◽  
Kouroush Jenab ◽  
Sam Khoury ◽  
...  
Keyword(s):  
Affective Commitment ◽  
Managerial Power

Social media fostering happiness management: three luxury brands case study on Instagram

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bárbara Castillo-Abdul ◽  
Ana Pérez-Escoda ◽  
Sabina Civila
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Affective Commitment ◽  
Health And Safety ◽  
Well Being ◽  
Quantitative Methodology ◽  
Luxury Brands ◽  
Content Type ◽  
Corporate Social

Purpose This paper aims to increase the understanding of luxury brands’ branded content strategies concerning follower's engagement generated or not by happiness and well-being feelings spread in their branded content. Design/methodology/approach This study sample was composed of three of the most relevant luxury brands nowadays: Manolo Blahnik, Loewe, y Balenciaga. To address this research, an exploratory-correlational quantitative methodology was chosen; hypotheses were contrasted using ANOVA analysis with the SPSS software. Although the study can be considered quantitative, the first step of qualitative analysis was applied for content analysis with NVivo QSR software, categorizing all posts (N = 192) into three categories. Findings The dissemination of branded content and corporate social responsibility, despite being different in each case, show in general an interaction and affective commitment with their stakeholders. In the specific case of Manolo Blahnik and Loewe, they have prioritized their content, in the context of the pandemic, in posts related to social welfare, happiness, mental and physical health care. There are significant differences in the interaction with their audience, which respond very favorably to both “Happiness” and “Health and safety” content. Originality/value This study reveals how corporate social responsibility can be achieved using efficient communications in social networks. In this way, the perception of the image of the sector and the reputation can be improved – both sectoral and organizational – which unquestionably translates into economic gains for the brands.

scholarly journals Bureaucratic, Professional and Managerial Power in University Tenure Track Recruitment

2022 ◽  
pp. 371-402
Author(s):  
Tea Vellamo ◽  
Jonna Kosonen ◽  
Taru Siekkinen ◽  
Elias Pekkola
Keyword(s):  
Higher Education ◽  
The Novel ◽  
Tenure Track ◽  
Case Study Approach ◽  
Study Approach ◽  
Managerial Power ◽  
Technical University ◽  
Academic Merit ◽  
Professional Power

AbstractIn this chapter, our interest lies in analysing the different powers in recruitment and, particularly, how they are manifested in the new tenure track model in technical fields in Finland. Traditionally, recruitment in higher education has mostly relied on the bureaucratic application of processes and on academics, representing professional power, evaluating academic merit. The new university legislation, granting universities more autonomy in recruiting, has allowed the development of increasingly strategic recruitment models. The novel tenure track recruitment criteria exceed traditional notions of individual merits to include assessments of the strategic visions of universities and departments. We see the use of the tenure track model as a shift both in the recruitment for identity building related to the technical university’s strategy and as a shift in using more managerial power in recruitment. We use a case study approach where we look at recruitment in a similar field in two different kinds of universities utilising tenure track, and we examine how bureaucratic, managerial and professional powers are manifested in the processes. The comparisons are used to highlight the powers in the tenure track process in a technical university.

scholarly journals Instructional Supervision Factors Affecting Organizational Commitment of Thai Teachers: A Case Study of Amphur Mueang, Prachinburi Province, Thailand

2014 ◽  
Vol 5 (4) ◽  
pp. 205-215
Author(s):  
Robina David Madriaga
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Leadership Skills ◽  
Instructional Supervision ◽  
Continuance Commitment ◽  
Factors Affecting ◽  
Descriptive Research ◽  
High Level ◽  
Descriptive Method

This study is a descriptive research. The main purpose and objectives of this study were: 1) To determine the level of commitment of the teachers in terms of the three organizational commitment components namely affective, normative and continuance commitment; 2) To determine the level of instructional supervision as perceived by teachers in terms of its six factors namely inspection, assistance and support, oversight responsibilities, leadership skills, professional development, and collaboration; 3) To investigate the significance of instructional supervision factors affecting organizational commitment of Thai teachers. This study utilized descriptive method. The instrument employed for collecting the data was an opinionnaire regarding the factors of instructional supervision and components of organizational commitment developed by Baffour-Awuah (2011) and Meyer and Allen (1991).The statistics used for the treatment of data were mean, standard deviation (s.d.), standard error mean (s.e.mean), coefficient of variation (C.V.), and Multiple Regression Analysis. Results showed that two of the components of organizational commitment namely Affective Commitment and Normative Commitment are above the expected level or in high level, while Continuance Commitment is within the expected level or in moderate level. All six factors of instructional supervision are above the expected level or in high level. It was also found that among the six factors of instructional supervision, only two of them namely “Assistance and Support” and “Leadership Skills” significantly affect the organizational commitment of Thai teachers. The predictive equation is: Z (Organizati onalCommit ment ) = 59.506* + 1.748* (Assistance and Support) + 1.697* (Leadership Skills); R = 0.4710, F= 51.202* (10.025) (0.576) 2 (0.515)

scholarly journals How Engaged Customers Can Help the Brand: An Empirical Case Study on a Higher Education Institution (University) in Egypt

2019 ◽  
Vol 11 (1) ◽  
pp. 85 ◽  
Author(s):  
Samia Adly Hanna El Sheikh
Keyword(s):  
Higher Education ◽  
Structural Equation ◽  
Service Sector ◽  
Affective Commitment ◽  
Education Institution ◽  
Customer Engagement ◽  
Equation Modeling ◽  
Factors Affecting ◽  
Study Approach

The purpose of this paper is to investigate through an empirical research the relationship between Customer Engagement Behavior (CEB) and some of its alleged outcomes that include Benevolence/Trust, affective commitment and future patronage in a service sector which is Higher Education. Thus, this research investigates customer engagement constructs of conscious attention and emotional participation that lead to various favorable behaviors by the customer, which in turn leads to favorable outcomes of benevolence, affective commitment and future patronage. The researcher starts by a survey of literature which handles various aspects of CEB which include: possible types of these behaviors, factors affecting CEB, outcomes of CEB and CEB as compared to other marketing concepts. Next, the researcher proposes a model where engaged students (CE) will undertake favorable behaviors (CEB) which in turn will lead to favorable outcomes of Benevolence/trust, future patronage/repurchase intention and affective commitment. The researcher tests the model using Partial Least Squares structural equation modeling (PLS-SEM) and empirical data from a survey (self-administered questionnaire) that was distributed among 5 faculties of one private university in Egypt based on a case study approach. The results show that we accept the hypotheses of the model of the model yet the researcher suggests application on other universities to further test the model. Moreover, the researcher invites further research of other favorable outcomes of CEB as loyalty to be considered. The researcher also suggests an investigation of unfavorable CEB as bad word of mouth (WoM) and harmful blogging or unfavorable reviews.

scholarly journals Impact of psychological contract in knowledge sharing: A case study from Industrial Cluster Enterprises

2020 ◽  
Vol 143 ◽  
pp. 02053
Author(s):  
Juanli Lan ◽  
Bingxuan Wang ◽  
Bingkun Hu ◽  
Hongzhen Lei
Keyword(s):  
Knowledge Sharing ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Negative Impact ◽  
Critical Role ◽  
Least Square ◽  
Good Convergence ◽  
Ordinary Least Square ◽  
High Consistency

Psychological contract plays a critical role in knowledge sharing. In this paper, we have analyzed the influence of psychological contract and affective commitment to knowledge sharing in China. After using AMOS software for data processing by employing data on the questionnaire, which indicated that there are high consistency and stability and good convergence validity and construction reliability among variables, the multiple Ordinary Least Square(OLS) method was utilized in the study. There are 183 questionnaires were received in the experiment. After analysis, 157 questionnaires were valid for the research; the effective recovery rate was about to 86%. Based on the study, the conclusion could be conducted that the relationship contract and development contract of enterprise technical staff have positive impacts to knowledge sharing, On the contrary, the transaction contract has a negative impact to knowledge sharing.

PENGARUH KOMITMEN ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA GURU DI SMK PASUNDAN 1 CIMAHI

2018 ◽  
Vol 3 (2) ◽  
pp. 59
Author(s):  
Abdul Kholik Amirulloh Zein ◽  
Hady Siti Hadijah
Keyword(s):  
Organizational Commitment ◽  
Multiple Regression ◽  
Affective Commitment ◽  
Work Motivation ◽  
Positive Impact ◽  
Teacher Performance ◽  
Regression Equation ◽  
Multiple Regression Equation ◽  
And Performance

The purpose of this research is to analyze how organizational commitment and work motivation can improve teacher performance especially in case study from teachers in SMK Pasundan 1 Cimahi. The study used a pre-validated survey instrument to measure the perceptions of 50 teachers about affective commitment, normative commitment, and sustainability commitments, as well as their motivation and performance in schools. A multiple regression equation is used to assess the effect of organizational commitment and work motivation on performance and prove whether or not there is a relationship between organizational commitment and work motivation with teacher performance. This study empirically confirms the positive impact of organizational commitment and work motivation on teacher performance which in turn will have a positive impact on school quality.ABSTRAKTujuan dari penelitian ini adalah untuk menganalisis bagaimana komitmen organisasi dan motivasi kerja dapat meningkatkan kinerja guru terutama dalam studi kasus dari guru-guru di SMK Pasundan 1 Cimahi. Penelitian ini menggunakan instrumen survei skala pra-divalidasi untuk mengukur persepsi dari 50 orang guru tentang komitmen afektif , komitmen normatif, dan komitmen keberlanjutan, serta motivasi dan kinerja mereka di sekolah. Persamaan regresi ganda digunakan menilai pengaruh komitmen organisasi dan motivasi kerja terhadap kinerja dan membuktikan ada atau tidaknya hubungan antara komitmen organisasi dan motivasi kerja dengan  kinerja guru. Penelitian ini secara empiris menegaskan dampak positif dari komitmen organisasi dan motivasi kerja terhadap kinerja guru yang pada gilirannyan akan berdampak positif terhadap kualitas sekolah.

Examining the relationship between managerial power and affective organizational commitment

2015 ◽  
Vol 5 (4) ◽  
pp. 344-364
Author(s):  
Mohammad Reza Jalilvand ◽  
Leila Nasrolahi Vosta
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Affective Commitment ◽  
Sport Organizations ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Referent Power ◽  
Expert Power ◽  
Legitimate Power ◽  
Managerial Power

Purpose – The purpose of this paper is to examine the impact of five dimensions of power (coercive, expert, legitimate, referent, and reward) on employees’ affective commitment in the sport organizations using social exchange theory. Design/methodology/approach – Data were collected using a questionnaire including managerial power and affective commitment measures. A sample of 318 employees from a number of sport organizations operating in the Iran was used. Structural equation modeling was used to test the relationship between managerial power and affective commitment. Findings – There are two major findings in this research. First, the relationships among expert power, legitimate power, reward power, referent power, and affective commitment are positive and significant. Second, the construct of coercive power was not associated with employees’ affective commitment. The findings suggest that managerial power relates with a social exchange relationship where employees exchange positive outcomes including strong affective commitment. When people perceive manager power, they feel more affectively attached to their organizations. Research limitations/implications – Sampling was one of the limitations identified in this study. The fact that convenience sampling was used meant that results were not immediately transferable to the general working population. In addition, the sample subjects in this study were mostly employees who worked in the sport sector of Iran. Future research could look into extending the study population to include collect input from other types of organization. If samples were drawn from a wider range of demographics, then the results become more meaningful. Practical implications – Power generally refers to the ability, capacity or potential to get others do something, to command, to influence, to determine, or to control the behaviors, intentions, decisions, or actions of others in the pursuit of one’s own goals or interests despite resistance, as well as to induce changes. By utilizing expert power, reward power, legitimate power, and referent power, managers can promote affective organizational commitment and, thus, individual and organizational performance. It is likely that this occurs because people react reciprocally toward an organization that satisfies their needs, makes them feel that they are valued as human beings and that they deserve respectful treatment, and allows them to experience senses of purpose, self-determination, enjoyment, and belonging. Originality/value – The fact that power can be used as an effective tool to coordinate and manage others appears to be largely ignored in the literature. The paper contributes by filling a gap in the organization and management literature, in which empirical studies on managerial power as an antecedent of affective organizational commitment have been scarce until now.

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