scholarly journals The Impact of Employer Branding on Employees: The Role of Employment Offering in the Prediction of Their Affective Commitment

2013 ◽  
Vol 53 (4) ◽  
pp. 57 ◽  
Author(s):  
Dorothée Hanin ◽  
Florence Stinglhamber ◽  
Nathalie Delobbe
Keyword(s):  
Affective Commitment ◽  
Employer Branding ◽  
The Impact

Role of employer branding in enhancing the talent management strategies: applied study at commercial banks of Jordan

2021 ◽  
Vol 12 (7) ◽  
pp. 1962-1983
Author(s):  
Atif Badri Al-Qura'an
Keyword(s):  
Commercial Banks ◽  
Response Rate ◽  
Relevant Literature ◽  
Management Strategies ◽  
Talent Management ◽  
Employer Branding ◽  
Applied Study ◽  
The Impact ◽  
Descriptive Method

The main aim of this study is to identify to what extent the managerial leaderships in top, middle, and lower levels of commercial banks at Jordan practice the employer branding dimensions and talent management strategies. Also, it aims to explore the impact of employer branding dimensions on talent management strategies. The researcher relied on analytical-descriptive method to analyze and classify the data to achieve the objectives and to identify the variables of the study. To collect data a questionnaire was developed based on relevant literature and scales, (226) questionnaires were distributed, out of which (187) were returned and analyzed using SPSS (version 19), with response rate (82.7%). The results of the study showed that the relative importance of employer branding dimensions and talent management strategies practices in commercial banks of Jordan was high. Also, the results revealed that there is a positive relationship and significant impact of employer branding dimensions on talent management strategies among managers of commercial banks in Jordan.

The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment

2020 ◽  
pp. 146735842097215
Author(s):  
Abu Elnasr E Sobaih ◽  
Ahmed M Hasanein ◽  
Meqbel M Aliedan ◽  
Hassan S Abdallah
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Affective Commitment ◽  
Positive Impact ◽  
Organisational Commitment ◽  
Intention To Stay ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

This study examines the impact of both transformational leadership (TFL) and transactional leadership (TCL) on employee intention to stay (ITS) in deluxe hotels. It also examines the mediating role of organisational commitment (OC) in the relationship between leadership styles, i.e. TFL and TCL, and ITS. A pre-tested questionnaire survey was self-administered to front-line employees in deluxe hotels in Egypt, where these leadership styles were prominent. The key findings showed that TFL has more positive impact on OC and ITS than TCL. Affective commitment (AC) and normative commitment (NC) were found to partially mediate the relationship between both leadership styles and ITS. Employees exhibit higher ITS when they perceive proper leadership practices, especially TFL. Hotel executives should place more emphasis and investments on TFL to effectively achieve OC and positively influence ITS which is critical for the hotel industry that often suffers from high employee turnover.

scholarly journals Strategic Talent Management: The Impact of Employer Branding on the Affective Commitment of Employees

2020 ◽  
Vol 12 (23) ◽  
pp. 9993
Author(s):  
Patrícia Alves ◽  
Vasco Santos ◽  
Isabel Reis ◽  
Filipa Martinho ◽  
Domingos Martinho ◽  
...  
Keyword(s):  
Human Capital ◽  
Affective Commitment ◽  
Good Representation ◽  
Employer Branding ◽  
Technological Transformation ◽  
Public And Private ◽  
Active Population ◽  
The Individual ◽  
High Level ◽  
The Impact

In a globalization context, underlined by the speed of technological transformation and increasingly competitive markets, the perspective of human capital, as an asset of strategic importance, stands out in differentiating human resource practices. Under this reality, the employer branding (EB) concept gains more and more importance as a strategic tool to attract, retain, and involve human capital, given that this has become a source of competitive advantage to companies. Within this context, this study aimed to evaluate the relationship between employer branding strategies implemented by organizations, as well as their impact on the employee’s affective commitment, evident in certain organizational cultures, which are sustained over time. The methodological framework applied to this study is quantitative, and the data collection was carried out with the application of an employer branding and an affective commitment questionnaire. To achieve a good representation of the active population, the sample of the quantitative study was composed of 172 individuals, working in the public and private sectors in Portugal, exercising different positions in the different sectors of activity. Results obtained with these techniques indicate a high level of affective organizational commitment (AOC) of employees in the organizations surveyed, suggesting that affective commitment develops when the individual becomes involved and identifies with the organization.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

Intrapreneurial behaviour: the role of organizational commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 243-256 ◽  
Author(s):  
Muhammad Farrukh ◽  
Wei Ying Chong ◽  
Shaheen Mansori ◽  
Sara Ravan Ramzani
Keyword(s):  
Organizational Commitment ◽  
Empirical Study ◽  
Structural Equation ◽  
Affective Commitment ◽  
Capital City ◽  
Continuance Commitment ◽  
Content Type ◽  
The Public ◽  
The Impact

Purpose The purpose of this paper is to shed light on the impact of organizational commitment (OC) on the intrapreneurial behaviour of the employees in higher educational institutes (HEIs) of Pakistan. Design/methodology/approach This paper opted the empirical study using the survey approach. Structural equation modelling was used to analyse the questionnaires completed the Deans/Head of Schools, professors and associate professors of the 20 public HEIs of Pakistan located in the capital city, Islamabad. In total, 500 structured questionnaires were sent to the Deans/Head of Schools, professors and associate professors. A total of 306 responses were received. Findings Affective commitment (AC) and normative commitment (NC) has a positive and significant impact on the intrapreneurial behaviour while continuance commitment (CC) is negatively associated with the same behaviour. Originality/value This empirical study will contribute to the theoretical knowledge on intrapreneurship and OC in the public sector HEIs, which has been neglected in entrepreneurship research.

Leveraging customer benevolence for resilience: a supplier perspective

2019 ◽  
Vol 49 (7) ◽  
pp. 727-748 ◽  
Author(s):  
Anto Verghese ◽  
Xenophon Koufteros ◽  
Baofeng Huo
Keyword(s):  
Survey Data ◽  
Design Methodology ◽  
Affective Commitment ◽  
Relationship Commitment ◽  
Explanatory Role ◽  
Continuance Commitment ◽  
Content Type ◽  
The Impact ◽  
Practical Implications

PurposeWith more than half of customer-experienced disruptions attributed to first-tier suppliers, supplier resilience (SRES) is fundamental to the resilience of the supply chain. However, little is known about the relational aspects that engender SRES, from the purview of the supplier. The purpose of this paper is to examine the explanatory role of suppliers’ relationship commitment dimensions (i.e. affective and continuance), which may foster SRES through customer benevolence. Moreover, the impact of customer benevolence on SRES is examined considering varying levels of industry dynamism.Design/methodology/approachSurvey data from 207 manufacturing firms are utilized to test the hypotheses taking potential endogeneity issues into consideration.FindingsAffective and continuance commitment induce customer benevolence, which furthers SRES. Specifically, affective commitment is the most potent approach to induce customer benevolence, while the dampening effect of industry dynamism is more palpable at the higher levels of industry dynamism.Research limitations/implicationsThis study did not account for specific disruption types and the contingent effects of power asymmetry.Practical implicationsThis study empirically demonstrates that suppliers can leverage customer benevolence via relationship commitment to achieve SRES. However, the efficacy of customer benevolence to engender SRES is limited to environments not characterized by high levels of industry dynamism.Originality/valueThis paper highlights the role of relational mechanisms in achieving resilience from the purview of a supplier using survey data.

Knowledge hiding, conscientiousness, loneliness and affective commitment: a moderated mediation model

2020 ◽  
Vol 34 (9) ◽  
pp. 1417-1437
Author(s):  
Neha Garg ◽  
Payal Anand
Keyword(s):  
Affective Commitment ◽  
Survey Methodology ◽  
Moderated Mediation ◽  
Effective Control ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Knowledge Hiding ◽  
The Impact

PurposeThis paper examines the detrimental effects of perceived knowledge hiding (KH) on loneliness and affective commitment within academic settings. It further investigates the influence of conscientiousness as a moderator.Design/methodology/approachUsing the cross-sectional survey methodology, the proposed moderated mediation model has empirically tested the effect of perceived KH on a sample of 300 students pursuing management education at a premier institute in India.FindingsThe findings reveal that perceived KH affects the affective commitment of students toward the institution via loneliness. Moreover, conscientiousness moderates the mediating role of loneliness in a way that the relationship becomes strong with low levels of conscientiousness.Research limitations/implicationsThis study contributes to the literature of KH by empirically investigating its detrimental consequences. It further investigates the impact of personality moderator on the proposed relationships. The discussed framework is an early attempt to understand the phenomenon of KH among students, primarily from the perspective of a knowledge seeker.Practical implicationsAwareness about the ill effects of the knowledge-hiding (KH) behavior of students and understanding the role of personality in this will help administrators in designing effective interventions for curbing the same.Social implicationsEffective control of KH behavior will restrain its ill effects among management students (future workforce), thereby conserving societal resources spent on health and education.Originality/valueEmpirical studies testing the direct and indirect consequences of KH are limited; hence, this study attempts to fill the gap.

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