affective commitment – Jurnal Pengurusan

Workplace Spirituality and Organizational Commitment Influence on Job Performance among Academic Staff

Nazira Adnan — Wed, 12 Oct 2022 05:53:28 +0000

This study examines the relationships between spirituality in the workplace, organizational commitment and job performance measured in terms of key performance indicators (KPIs) based on a sample of 376 academic staff at Universiti Sains Malaysia (USM). The methods used in the study are factor analysis and multiple regression analysis. Three factors are found to explain organizational commitment: affective commitment, continuance commitment and normative commitment. Affective and normative commitments are positively influenced by workplace spirituality, which is explained by three factors: alignment between organizational and individual values; sense of enjoyment at work and contribution to community; and opportunity for inner life. The study also finds that neither high commitment nor workplace spirituality among academic staff necessarily manifest in high KPIs. Instead, other staff background variables appear to have more influence on job performance, such as gender, stream, age and rank.

Relationship between Distributive Justice, Procedural Justice, Conflict Management Styles and Affective Commitment: A Study among Bank Employees in Northern Malaysia

Amirulilul — Tue, 11 Oct 2022 06:41:02 +0000

This paper aims to elucidate the relationship of distributive and procedural justice on affective commitment through conflict management styles and examine the mediating effect of conflict management styles between distributive and procedural justice and affective commitment. Self-administered questionnaires were delivered to 330 respondents throughout Northern Malaysia. Next, the data were analyzed using statistical analysis of SPSS and Partial Least Squares of Structural Equation Modelling (PLS-SEM). Results showed that distributive and procedural justice was positively related to integrating, obliging and compromising styles while negatively related to dominating style but not related to avoiding style. It also revealed that integrating, obliging and compromising styles were positively significant with affective commitment while dominating style was negatively significant with affective commitment but avoiding style does not relate with affective commitment. In conclusion, the results also showed conflict management styles fully mediate the relationship between distributive and procedural justice and affective commitment.

Hubungan Orientasi Matlamat, Pemantauan Kendiri dan Tingkah Laku Kerja Inovatif: Komitmen Afektif sebagai Pengantara

Faris A181711 — Mon, 10 Oct 2022 08:35:36 +0000

The objective of the study is to examine both direct and indirect relationships between goal orientations and self- monitoring, and innovative work behavior. Specifically, the two dimensions of goal orientation – mastery and performance orientation, and self-monitoring, were hypothesized to predict innovative work performance, and each relationship is mediated by affective commitment. Data were collected from 162 academicians from higher public education institutions through self-reported questionnaires. The hypothesized relationships were tested using structural equation modelling. The findings demonstrated the significant direct relationships between all the three predictors and innovative work behavior. The indirect relationship via affective commitment as a mediator was only found significant for self-monitoring (partial mediation); affective commitment did not mediate the relationship between mastery orientation and performance orientation, and innovative work behavior.

Kecerdasan Emosi dan Komitmen Afektif: Peranan Keterikatan Kerja sebagai Pengantara

sufizulkarnain01 — Sat, 08 Oct 2022 18:43:22 +0000

The aim of this study was to investigate the direct relationship between emotional intelligence and job engagement, and the relationship between job engagement and affective commitment. In addition, this study also aims to examine the role of job engagement as a mediator on the relationship between emotional intelligence and affective commitment. As there is scarce empirical studies conducted with regard to the role of job engagement as a mediator, particularly between emotional intelligence and affective commitment, this study contributes towards enriching in this field of study. The study was conducted using a sample of 372 police officers in five states, namely Kuala Lumpur, Selangor, Johor, Sarawak and Sabah. Hypothesis testing was analysed using PLS-SEM analysis. Results indicated that: (1) four dimensions of emotional intelligence consisting of self-emotional appraisal (SEA), other’s emotional appraisal (OEA), use of emotion (UOE) and regulation of emotion (ROE) have positive direct and significant relationship with job engagement; (2) job engagement has a positive and significant direct relationship with affective commitment; and (3) job engagement has a significant role as a mediator between the relationship of the four dimensions of emotional intelligence (SEA, OEA, UOE and ROE) with affective commitment. The results of this study have proven that job engagement was significant in the role of mediator to influence emotional intelligence in the relationship with affective commitment. These findings also indicate the importance of emotional intelligence in influencing loyalty and commitment of the Police officers.