Commitment in the German Banking and Consulting Industry: Influence of Different Leadership Styles on Employee Commitment

Purpose: The success of a firm often largely depends on its employees. Therefore, we propose and test the possibility of influencing affective and normative commitment by transactional, transformational, and passive leadership styles. Implications: Demographic change is progressing slowly but steadily; here lies the crucial point. Our results show that only transformational leadership influences the commitment dimensions positively. That can help make the best use of scarce human resources to remain competitive in the long term. Originality/Value: The article provides new information concerning the relationship between transformational and transactional leadership style and their influence on commitment within the banking and consulting sector of the German service industry. It highlights the need for further research into this topic across industries and demographics. For cross-cultural (USA-Germany) comparisons, the article might help to understand differences and trends within globalization. Methodology: To address this question, we conducted interviews with 197 employees of the financial service sector in Germany to confirm the relationship between leadership styles and employee commitment. In order to verify and extend previous research, we planned an explanatory study. We used the multiple regression analysis to examine this relationship. Findings: The results provide new evidence for German participants, which show (1) that transformational leadership is the “optimum” to facilitate commitment and is completely decoupled from the other leadership styles. (2) Preliminary studies revealed a preference toward transactional leadership, which correlated positively with affective and normative commitment. The present study cannot confirm this correlation. (3) Passive leadership correlates negatively with commitment, which indicates that the avoidance of passive leadership is essential. In sum, the correlation for different leadership styles (except transactional leadership style) is higher than in the preliminary studies. This indicates that the relationship between leadership styles and affective and normative commitment is exceeding the assumptions.

Does Work Interest and Preference Affect Workers’ Normative Commitment?

The position that a dedicated and loyal worker is an asset and a resource component for business sustainability is germane. However, reports have shown that in Nigeria and most developing climes, the obligation by workers to stay and add value in their organization is as fragile as thin ice. Also, there is limited data analysis of skill needs to measure work interest and preference of workers in higher institutions. Thus, this paper determined if job-fit dimensions (work interest, work preference) affect workers’ normative commitment. By applying a cross-sectional survey research design, collated data from 377 regular non-academic staff from six selected private universities in Ogun State, Nigeria, was obtained through a multi-stage random sampling technique. The content, criterion, construct validity, and test-retest reliability tested the adapted questionnaire before administration. Multiple regression analysis results revealed that job-fit dimensions had a positive significant combined effect on workers’ normative commitment (R = 0.558, F (2, 374) = 84.622, Adj. R2 = 0.308, p < 0.05). Management and HR practitioners should be more conscious of the hiring process, promote independence and flexibility for workers' development, training, prospects for collaboration, and a sense of connectedness with the job as a measure of enhancing loyalty.

Impact of Organizational Commitment on Accounting Professionals’ Performance: Case of Accounting Firms

Purpose–This study examines the impact of organizational commitment(OC)on job performance. Two hundredforty professionals participated in this study. Design/methodology/approach–Our methodology has been applied toof 240 professional accountants who work in accounting offices in Tunisia. Findings–The results show that both affective and continuity dimensions have a positive and significant impact on performance, whereas the normative commitment has a positive but not significant effect. Originality/value–our knowledge, very little research has been conducted to investigate the accounting profession. our study aimed to fill this gap by studying the impact of OC on job performance of accounting professionals in the Tunisian context.

Can paternalistic leaders enhance knowledge sharing? The roles of organizational commitment and Islamic work ethics

Purpose This paper aims to investigate the effect of paternalistic leadership (benevolent, moral and authoritarian) on knowledge sharing of nurses through the mediation of organizational commitment (affective, continuance and normative). Further, the study examines the moderating role of Islamic work ethics on the association between organizational commitment and knowledge sharing. Design/methodology/approach In this quantitative study, data was collected from 312 nurses working in the health-care sector of Pakistan through “Google Forms” in two waves. Moreover, structural equation modeling was used to test the proposed hypotheses. Findings The study noted affective and normative commitment as mediators between the associations of benevolent, moral and authoritarian leadership with knowledge sharing, whereas continuance commitment was not found as an explaining variable. In addition, Islamic work ethics was found to strengthen the association of affective and normative commitment with knowledge sharing. However, Islamic work ethics was found to weaken the association between continuance commitment and knowledge sharing. Practical implications This study offers practical insights for health-care executives to act as fatherly figures to enhance the knowledge sharing of their nurses. The study recommends that managers in the health-care system build such an environment that helps nurses follow Islamic work ethics. It may enhance their level of organizational commitment and encourage them to engage in knowledge sharing behaviors to have a successful work environment. Originality/value To the best of the authors’ knowledge, this research is the first to extend the literature on paternalistic leadership. More specifically, this study investigated how various dimensions of paternalistic leadership (benevolent, moral and authoritarian) effects three-dimensional commitment (affective, continuance and normative) to enhance knowledge sharing behavior among nurses.

To investigate the Association between Normative Commitment (Sense of Obligation to Stay) and Employee’s Performance in “FENDA COMMUNICATION AND IT -KSA”

Normative commitment happens when employee feel a sense of obligation towards his organization, even if employee is not happy with tasks and responsibility assigned, or even if employee desires to chase better chances or opportunity. Normative commitment(NC) is one of the three components of Organizational commitment that has received less attention in research than other two components ( Affective and Continuance).The main purpose of this research paper was to critically understand the normative commitment and evaluate the existing relationship between normative commitment and employees performance in “FENDA COMMUNICATION AND IT -KSA”. The Total number of respondents were 68 surveyed and eight statements used to measure the normative commitment, has been developed by Allen and Meyer (1991) and three -statements used for measuring employee performance has been developed by the Williams and Anderson (1991). The data was analyzed that clearly showed that there is a close relationship between normative commitment and employees’ performance in sample study organization.

Influence of self-disclosure of Internet celebrities on normative commitment: the mediating role of para-social interaction

PurposeFor Internet celebrities, self-disclosure (SD) is a crucial step in building relationships with their followers who perceive this communication as para-social interaction (PSI), which facilitates socialization among followers. Normative commitment (NC) is critical for creating bonds among community members that are strengthened through socialization. However, research on the predictive relationships among SD, PSI and NC has been insufficient. This paper aims to investigate the effects of two facets of Internet celebrity SDs (i.e. private life and opinion) and two facets of PSI (i.e. companionship and following) on NC. The mediating role of PSI on the effects of SD on NC was also analyzed.Design/methodology/approachPeople who follow at least one Internet celebrity on a social networking site were recruited to participate in this study, and 494 valid questionnaires were collected for examination. The collected data were analyzed using structural equation modeling (SEM).FindingsThe results revealed that both private-life and opinion SDs have positive effects on companionship and following PSI, which consequently influence NC. A mediation test revealed that companionship and following PSI mediate the effects of private-life and opinion SD on NC. This study's findings also revealed that NC is influenced more by following PSI than it is by companionship PSI. Furthermore, opinion SD was determined to be the more influential factor in following PSI, whereas private-life SD was the more influential factor in companionship PSI.Originality/valueThis paper is useful for understanding the influence mechanism of the SD of Internet celebrities on PSI and NC.

THE ORGANIZATIONAL COMMITMENT AS PERCEIVED BY THE STAFF MEMBERS OF THE FACULTY OF EDUCATION, UNIVERSITY OF KHARTOUM

Organizational commitment is considered an essential concept for ensuring work and staff motivation in a higher education setting. Therefore, this study aimed to assess the staffs’ degree of organizational commitment to the Faculty of Education, University of Khartoum. To investigate research questions, a survey questionnaire was conducted. Among 239 respondents, 106 staff members were surveyed (44.00%). The results indicated that the degree of staff affective, continuance, and normative commitment in the Faculty of Education, University of Khartoum, was high. This study also confirmed that the aggregate degree of organizational commitment among staff members in the Faculty of Education, University of Khartoum, was high. The study revealed no statistically significant difference in the degree of organizational commitment due to gender and academic rank variables. The study also found a statistically significant difference in affective and normative commitment in the degree of organizational commitment related to years of service. The study recommended improving the worldly position of the staff member to maintain a high degree of responsibility at the University of Khartoum.

Keadilan Organisasi dan Pengaruhnya Terhadap Komitmen Organisasi Pegawai Dinas Koperasi Usaha Kecil dan Menengah Kabupaten Sleman dan Dinas Kependudukan dan Catatan Sipil Kabupaten Sleman

This study aims to determine organizational justice and itseffect on organizational commitment in the Office of Small and Medium Enterprises Cooperatives of Sleman Regency and the Department of Population and Civil Registry of Sleman Regency.The sample used in this study amounted to 50 respondents. The sampling method using saturated sampling. The data analysis method used is quantitative analysis using validity and reliability tests, classical assumption tests, multiple regression analysis, t test, and the coefficient of determination. By using the multiple linear regression method, it can be concluded that Y1 = 3,946 + 0.443 X1 + 0.346 X2 + e and Y2 = 16,647 + 0.669 X1 -0.580 X2 + e. The results of simultaneous calculations at Y1 obtained partial test results t count (4.104)> t table (2.011), the significance of the variable distributive justice to the dependent variable, namely affective commitment of 0.000 or less than the alpha value of 0.05. Distributive justice variable has a significant effect on affective commitment or H1 is accepted and H0 is rejected. The procedural justice variable t count (2.452)> t table (2.011) the significance of the procedural justice variable on the dependent variable, namely affective commitment of 0.018 or less than the alpha value of 0.05. In conclusion, the value of t count> t table and the significance of 0.018 <0.05 means that the variable procedural justice has a significant effect on affective commitment or H1 is accepted and H0 is rejected. As for Y2, the simultaneous calculation results obtained by partial test results t count (3.103)> t table (2.011) the significance of distributive justice variables to the dependent variable, namely normative commitment of 0.003 or less than the alpha value of 0.05. In conclusion, the value of t count> t table and significance 0.003 <0.05 means that the variable distributive justice has a significant effect on normative commitment or H1 is accepted and H0 is rejected. The procedural justice variable t count (-2.057) <t table (2.011) the significance of the procedural justice variable on the dependent variable, namely the normative commitment of 0.045 or less than the alpha value of 0.05. In conclusion, the value of t count <t table and the significance of 0.045 <0.05 means that the normative justice variable has a significant effect on normative commitment or H1 is rejected and H0 is rejected. Keywords: distributive justice, procedural justice, affective commitment, and normative commitment

How and when team reflexivity influences employee innovative behavior

PurposeBased on affective events theory, this study explores the cross-level effect of team reflexivity on employee innovative behaviors. Specifically, the authors examine the mediating effects of affective and normative commitment on this relationship, as well as the moderating effects of benevolent leadership.Design/methodology/approachThe authors surveyed 341 employees and their direct supervisors in 74 work units and utilized multilevel path analysis to test a model of cross-level moderated mediation.FindingsThe study analysis results suggest that team reflexivity significantly contributes to employee innovative behavior. Both affective commitment and normative commitment mediate this relationship. Benevolent leadership not only enhances the relationship between team reflexivity and affective/normative commitment, but also reinforces the linkage of team reflexivity→affective commitment→employee innovative behavior.Practical implicationsThe current study suggests that organizations should invest more in promoting team reflexivity and benevolent leadership in workplace. Furthermore, managers need to develop appropriate employees training programs and pay more attention to employees' work and personal lives. They need to make efforts to enhance employees' affective and normative commitment, thereby facilitating their innovative behavior.Originality/valueThis research identifies affective commitment and normative commitment as key mediators that link team reflexivity to employee innovative behavior and reveals the moderating role of benevolent leadership in the process.