Investigating Technology Commitment in Instant Messaging Application Users

2012 ◽  
pp. 227-252
Author(s):  
Y. Ken Wang ◽  
Pratim Datta
Keyword(s):  
Social Psychology ◽  
Affective Commitment ◽  
Instant Messaging ◽  
Strong Support ◽  
Management Science ◽  
Science Literature ◽  
Normative Commitment ◽  
Research And Practice ◽  
Continued Use ◽  
Technology Commitment

Although much research in the IS field has examined IS adoption, less is known about post-adoption behavior among IS users, especially when competing alternatives are available. Incorporating commitment theory from social psychology and management science literature, this paper proposes an IS continuance model that explains why some IS technologies enjoy continued use after adoption and others are often relegated to the basement as shelfware. This paper uses a technology commitment perspective to unravel why adopted technologies experience mixed success. Specifically, the authors argue that IS continuance may be best understood by investigating user commitment toward specific technologies. Three components of technology commitment, that is, affective commitment, calculative commitment, and normative commitment, are used to formulate a research model. The model is empirically tested in the context of instant messaging software. Results show a strong support for the model and explicate commitment differentials among users across different brands of instant messaging software. The study ends with a discussion of the results and their implications for research and practice.

Investigating Technology Commitment in Instant Messaging Application Users

2010 ◽  
Vol 22 (4) ◽  
pp. 70-94 ◽  
Author(s):  
Y. Ken Wang ◽  
Pratim Datta
Keyword(s):  
Social Psychology ◽  
Affective Commitment ◽  
Instant Messaging ◽  
Strong Support ◽  
Management Science ◽  
Science Literature ◽  
Research Model ◽  
Research And Practice ◽  
Continued Use ◽  
Technology Commitment

Although much research in the IS field has examined IS adoption, less is known about post-adoption behavior among IS users, especially when competing alternatives are available. Incorporating commitment theory from social psychology and management science literature, this paper proposes an IS continuance model that explains why some IS technologies enjoy continued use after adoption and others are often relegated to the basement as shelfware. This paper uses a technology commitment perspective to unravel why adopted technologies experience mixed success. Specifically, the authors argue that IS continuance may be best understood by investigating user commitment toward specific technologies. Three components of technology commitment, that is, affective commitment, calculative commitment, and normative commitment, are used to formulate a research model. The model is empirically tested in the context of instant messaging software. Results show a strong support for the model and explicate commitment differentials among users across different brands of instant messaging software. The study ends with a discussion of the results and their implications for research and practice.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

A Person × Intervention Strategy Approach to Understanding Health Behavior

2018 ◽  
pp. 830-856
Author(s):  
Alexander J. Rothman ◽  
Austin S. Baldwin
Keyword(s):  
Social Psychology ◽  
Decision Making ◽  
Health Behavior ◽  
Intervention Strategy ◽  
Moderated Mediation ◽  
Behavior Interventions ◽  
Systematic Analysis ◽  
Mediated Moderation ◽  
Research And Practice ◽  
Health Behavior Interventions

This chapter suggests that an integration of perspectives from personality and social psychology (i.e., a Person × Intervention strategy framework) provides a rich context to explore precise specifications of the mediators and moderators that guide health behavior and decision-making. First discussed is how conceptualizations of moderated mediation and mediated moderation can enrich theory and serve to enumerate specific principles to guide the development and dissemination of more effective health behavior interventions. Second, research is reviewed from four different literatures that rely on a similar Person × Intervention strategy framework (i.e., the effectiveness of an intervention strategy depends on the degree to which it matches features of the target person) to examine evidence for the processes that mediate the effect of this moderated intervention approach. Finally described is how a more systematic analysis of the interplay between mediating and moderating processes can stimulate advances in theory, intervention research, and practice of health behavior.

Gender Differences in Intentional Social Action: We-Intention to Engage in Social Network-Facilitated Team Collaboration

2010 ◽  
Vol 25 (2) ◽  
pp. 152-169 ◽  
Author(s):  
Aaron Xl Shen ◽  
Matthew Ko Lee ◽  
Christy Mk Cheung ◽  
Huaping Chen
Keyword(s):  
Gender Differences ◽  
Social Network ◽  
Social Action ◽  
Instant Messaging ◽  
Mainland China ◽  
Group Norms ◽  
Research Model ◽  
Team Collaboration ◽  
Research And Practice ◽  
Anticipated Emotions

The growth and popularity of Web 2.0 applications help people to build and maintain their social networks online and further encourage social network-facilitated team collaboration. In this study, we conceptualized the use of Instant messaging in social network-facilitated team collaboration as an Intentional social action and further Investigated the effect of gender differences In the development of we-intention (I. e. collective intention) to engage In such collaboration. A research model was developed and empirically tested with 482 university students In Mainland China. The results demonstrated that the effects of attitude, positive anticipated emotions, and group norms on we-intention were more Important for men, whereas the effects of social Identity and negative anticipated emotions were more significant for women to collectively participate In social network-facilitated team collaboration. We believe the Implications of this study would shed considerable light on both research and practice.

scholarly journals Employees Perception of Training and Its Relationship with Organizational Commitment among the Employees Working at Saudi Industrial Development Fund

2017 ◽  
Vol 8 (2) ◽  
pp. 25 ◽  
Author(s):  
Mohammed S. Alamri ◽  
Thamir I. Al-Duhaim
Keyword(s):  
Organizational Commitment ◽  
Industrial Development ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Simple Random Sample ◽  
Normative Commitment ◽  
Development Fund ◽  
Perceived Supervisor Support ◽  
Perceived Availability

The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are:• There is a positive relationship between five training-related variables and affective commitment.• There is a positive relationship between two training-related variables (the perceived availability of training and perceived supervisor support for training) and two commitment-related variables (continuance and normative commitment).• There is a negative relationship between perceived co-worker support for training and two commitment-related variables (continuance and normative commitment).• There is no relationship between two training-related variables (the perceived benefits of training and motivation to learn) and two commitment-related variables (continuance and normative commitment).

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.

scholarly journals HUBUNGAN ORGANIZATIONAL COMMITMENT DAN TURNOVER INTENTION PADA PERAWAT

2018 ◽  
Vol 1 (2) ◽  
pp. 259
Author(s):  
Triatno Yudho Prabowo
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Tujuan penelitian ini adalah untuk mengetahui hubungan antara organizational commitment dengan turnover intention. Teori organizational commitment dikemukakan oleh Meyer dan Allen. Teori turnover intention dikemukakan oleh Tett dan Meyer. Organizational commitment merupakan usaha mendefinisikan dan melibatkan diri dalam organsasi dan tidak ada keinginan meninggalkannya. Turnover intention dapat dipahami sebagai niat secara sadar dan disengaja untuk meninggalkan organisasi. Penelitian ini melibatkan 64 responden. Penelitian ini menggunakan metode kuantitatif. Hasil penelitian menunjukan bahwa terdapat hubungan negatif antara dimensi organizational commitment (continuance commitment, normative commitment, affective commitment) dengan turnover intention meliputi : continuance commitment dengan turnover intention (r = -0,362), normative commitment dengan turnover intention (r = -0,714), dan affective commitment dengan turnover intention (r = - 0,720).

scholarly journals Affective and Normative Commitment as Intervening Variables of the Links between Ethical Leadership, Religiosity, and Fraud

2020 ◽  
Vol 7 (2) ◽  
Author(s):  
Andrey Hasiholan Pulungan ◽  
Purwaka Adhitama ◽  
Albert Hasudungan ◽  
Basid Hasibuan
Keyword(s):  
Ethical Leadership ◽  
Affective Commitment ◽  
Mediating Effect ◽  
Cluster Sampling ◽  
Intrinsic Religiosity ◽  
Normative Commitment ◽  
Government Institutions ◽  
Negative Effect ◽  
The Relationship ◽  
Intervening Variables

This study aims to examine the mediating effect of affective and normative commitments in the relationship between ethical leadership, religiosity, and fraud in Indonesia government institutions. Using the cluster sampling method, data was collected through surveys with respondents were employees of government agencies in Indonesia. The survey obtained 111 responses and the data were analyzed using path analysis. The findings revealed that ethical leadership and intrinsic religiosity have a direct negative effect on employees’ legal fraud engagement. However, only ethical leadership that indirectly and negatively affects employees’ legal fraud through affective commitment. The normative commitment does not mediate the effect of intrinsic religiosity to legal fraud engagement. Hence, this study provides evidence on the importance of the control environment as well as the presence of ethical leaders in government institutions.

The influence of ethical leadership on the organizational commitment in fire organizations

2021 ◽  
Vol 37 (1) ◽  
pp. 145-156
Author(s):  
Mohammadkarim Bahadori ◽  
Matina Ghasemi ◽  
Edris Hasanpoor ◽  
Seyed Mojtaba Hosseini ◽  
Khalil Alimohammadzadeh
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Role Model ◽  
Fire Department ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
In Fire

Purpose It is necessary for organizations to have committed employees to perform properly and be able to survive in a competitive world. One of the key components of organizational commitment is implementation of ethical leadership. The purpose of this study is to examine the relationship between ethical leadership and organizational commitment in fire organizations of Tehran. Design/methodology/approach A descriptive-correlational study was carried out in 2019. The sample consisted of 200 randomly selected participants, active in executive and headquarters divisions of fire department in Tehran. To collect data, a questionnaire with three different parts: demographics, organizational commitment questionnaire and the ethical leadership scale, was used. Data analysis were performed by AMOS24 and SPSS software, and data are presented as descriptive statistics of frequency, percentages, mean ± standard deviation (SD) and Pearson’s correlation coefficient. Findings Mean and SD for organizational commitment and ethical leadership were 3.44 ± 0.7 and 3.66 ± 0.62, respectively. Affective commitment had the highest average score among organizational commitment dimensions (3.63 ± 0.75). Among ethical leadership dimensions, ethical management showed the highest average (3.79 ± 0.70). Each component of organizational commitment, i.e. affective commitment, continuance commitment and normative commitment, also showed a significant relationship with ethical leadership (p < 0.05). Model fit results revealed that independent variables could anticipate 87% of changes of dependent variables in organizational commitment. Originality/value The results show a significantly positive relationship between ethical leadership and organizational commitment among the firefighters. Therefore, by using ethical leadership method, i.e. being a role model, improving the relations between management and employees, establishing trust and mutual respect, managers of fire departments can increase firefighters’ organizational commitment, affective commitment, continuance commitment and normative commitment and prevent them from quitting.

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