scholarly journals Consequences of Self-Defeating Humor on Employee Commitment via Emotional Dissonance

2021 ◽  
Vol 7 (4) ◽  
Author(s):  
Shahbaz Masih ◽  
Shazmina Saher ◽  
Valliappan Raju
Keyword(s):  
Employee Commitment ◽  
Emotional Dissonance

Customer-Related Social Stressors

2015 ◽  
Vol 14 (4) ◽  
pp. 165-181 ◽  
Author(s):  
Sarah Dudenhöffer ◽  
Christian Dormann
Keyword(s):  
Service Providers ◽  
Principal Component ◽  
Well Being ◽  
Emotional Dissonance ◽  
Social Stressors ◽  
Data Set ◽  
Confirmatory Factor Analyses ◽  
Confirmatory Factor ◽  
Service Jobs ◽  
Single Data

Abstract. The purpose of this study was to replicate the dimensions of the customer-related social stressors (CSS) concept across service jobs, to investigate their consequences for service providers’ well-being, and to examine emotional dissonance as mediator. Data of 20 studies comprising of different service jobs (N = 4,199) were integrated into a single data set and meta-analyzed. Confirmatory factor analyses and explorative principal component analysis confirmed four CSS scales: disproportionate expectations, verbal aggression, ambiguous expectations, disliked customers. These CSS scales were associated with burnout and job satisfaction. Most of the effects were partially mediated by emotional dissonance. Further analyses revealed that differences among jobs exist with regard to the factor solution. However, associations between CSS and outcomes are mainly invariant across service jobs.

Pengembangan Karir dan Iklim Organisasi terhadap Komitmen Karyawan (Studi Kasus pada Bank Daerah Syariah)

2020 ◽  
Vol 3 (2) ◽  
pp. 120-128
Author(s):  
Fotuho Waruwu ◽  
Dematria Pringgabayu
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Organizational Climate ◽  
Employee Commitment ◽  
The State ◽  
Development System ◽  
Work System ◽  
State Apparatus

Human Resources (HR) is a very important part in PT Bank Daerah Syariah, so that it is expected that there is an ideal and sufficient working period to optimize employee careers and increase employee commitment to the company, considering the products produced by the company are products used to facilitate the state apparatus work system and service to the wider community.This study aims to determine the effect of variable Career Development and Organizational Climate on the commitment of Employees in PT Bank Daerah Syariah. The method used in this study is a research mix method, which is a step of research by combining two forms of approach in research that is quantitative and qualitative. The population in this study were all employees in the Bank Daerah Syariah (BDS) as many as 53 employeesThe results showed that the career development variable (X1) and also the Organizational Climate (X2) had a positive and significant effect on the variable Employee Commitment (Y). The conclusion of the research shows that to increase the commitment of employees in PT Bank Daerah Syariah, the company needs to improve the existing career development system and maintain the organizational climate so that it remains conducive for all employees. 

scholarly journals Organizational Commitment and Lean Sustainability: Literature Review and Directions for Future Research

2021 ◽  
Vol 13 (6) ◽  
pp. 3357 ◽  
Author(s):  
Amal Benkarim ◽  
Daniel Imbeau
Keyword(s):  
Organizational Commitment ◽  
Literature Review ◽  
Lean Manufacturing ◽  
Affective Commitment ◽  
Management Practices ◽  
Employee Commitment ◽  
Future Research ◽  
Comprehensive Overview ◽  
Narrative Literature Review ◽  
Key Aspects

The vast majority of works published on Lean focus on the evaluation of tools and/or the strategies needed for its implementation. Although many authors highlight the degree of employee commitment as one of the key aspects of Lean, what has gone largely unnoticed in the literature, is that few studies have examined in-depth the concept of organizational commitment in connection with Lean. With this narrative literature review article, our main objective is (1) to identify and analyze an extensive body of literature that addresses the Lean Manufacturing approach and how it relates to employee commitment, emphasizing affective commitment as the main type of organizational commitment positively associated with Lean, and (2) to highlight the management practices required to encourage this kind of commitment and promote the success and sustainability of Lean. This paper aims to provide a comprehensive overview that can help researchers and practitioners interested in Lean better understand the importance of employee commitment in this type of approach, and as well, to identify related research questions.

Individual differences and emotional labor: the effects of core self-evaluations on depersonalization

2021 ◽  
pp. 1-20
Author(s):  
Lucas Pujol-Cols ◽  
Guillermo E. Dabos ◽  
Mariana Lazzaro-Salazar
Keyword(s):  
Emotional Labor ◽  
Structural Equation ◽  
Vital Role ◽  
Equation Modeling ◽  
Emotional Dissonance ◽  
Modeling Analysis ◽  
Emotional Aspects ◽  
Emotional Demands ◽  
Core Self

Abstract This paper examines the role of core self-evaluations (CSEs) in the relationships among emotional demands, emotional dissonance, and depersonalization. Data were collected from a non-random sample of 423 teachers who worked in primary, secondary, and higher education institutions. Results from structural equation modeling analysis showed that CSEs displayed both direct and indirect effects on depersonalization through employees' perceptions and reactions to emotional labor. Specifically, those individuals with more positive CSEs tended to perceive the emotional aspects of their job as less demanding, thus being less likely to experience emotional dissonance and, in turn, depersonalization. This research demonstrated that CSEs play a vital role in explaining employees' reactions to emotional labor and, therefore, their effects should be properly accounted for in future studies. Implications for practice and future lines of research are discussed in this paper.

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