Green HRM and employer branding: the role of collective affective commitment to environmental management change and environmental reputation

2021 ◽  
pp. 1-18
Author(s):  
Paul Kivinda Muisyo ◽  
Su Qin ◽  
Mercy Muthoni Julius ◽  
Thu Hau Ho ◽  
Thi Huong Ho
Keyword(s):  
Environmental Management ◽  
Affective Commitment ◽  
Employer Branding ◽  
Management Change

Environmental Management in Uganda: The Importance of Property Law and Local Government in Wetlands Conservation

1993 ◽  
Vol 37 (2) ◽  
pp. 109-143 ◽  
Author(s):  
Benjamin J. Richardson
Keyword(s):  
Environmental Management ◽  
Local Government ◽  
Property Rights ◽  
Poor Countries ◽  
Policy Making Process ◽  
Legal Frameworks ◽  
Wetlands Conservation ◽  
Wise Use Of Wetlands ◽  
Ugandan Government

The development of strategies for the conservation and wise use of wetlands in Uganda is significant for what it reveals about how law contributes to the sustainable management of natural resources in poor countries in general. The highly inter-disciplinary and cross-sectoral management requirements of wetlands make this issue one of the most challenging, and wetlands constitute today the single most important environmental issue being addressed by the Ugandan government. As part of this effort, the legal frameworks for property rights and local government are being overhauled so as to provide a sounder basis for environmental management in this field. This article analyses the Ugandan approach to wetlands management and the role of property rights and local government in the environmental policy-making process.

Van rechtvaardigheid naar uitputting en bevlogenheid

2012 ◽  
Vol 25 (2) ◽  
Author(s):  
Peter Verboon ◽  
Klaas Schakel ◽  
Karen van Dam
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Positive Behavior ◽  
Mediating Role ◽  
Two Samples ◽  
Group Engagement ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

From justice to exhaustion and engagement. The role of affective commitment to the organization From justice to exhaustion and engagement. The role of affective commitment to the organization In two studies the relationship between perceived organizational justice and emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organization in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behavior and attitudes because it increases commitment to the organization, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organization can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working in a police organization. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and the limitations of the study are discussed.

Leadership credibility and change success: mediating role of commitment to change

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Noufou Ouedraogo ◽  
Michel Zaitouni ◽  
Mohammed Laid Ouakouak
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Organisational Change ◽  
Normative Commitment ◽  
Commitment To Change ◽  
Continuance Commitment ◽  
Content Type ◽  
Negative Effect

PurposeThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approachThe authors conducted a quantitative study in which 239 participants from diverse organisations participated.FindingsUsing structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implicationsThus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/valueThis study sheds light on the role of leadership credibility and employee commitment during organisational change.

Gender Differences in Commitment to State Employment: The Role of Coworker Relationships

2017 ◽  
Vol 46 (2) ◽  
pp. 170-187 ◽  
Author(s):  
Melissa M. Sloan
Keyword(s):  
Gender Differences ◽  
Affective Commitment ◽  
Affective Organizational Commitment ◽  
Supportive Relationships ◽  
Coworker Relationships ◽  
State Employment ◽  
Public Sector Managers ◽  
Cohesion Theory ◽  
State Employees

Using survey data from a large sample of state employees, this research investigates gender differences in affective organizational commitment to state employment. Following relational cohesion theory, I hypothesize that perceived emotional support among workers within the workplace is positively associated with affective commitment to state employment. I also expect that women’s greater commitment to state employment compared with men is due to their higher levels of perceived coworker support. The results of the analyses largely support the hypotheses and suggest that public-sector managers would do well to encourage the development of supportive relationships among employees.

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