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Journal articles on the topic 'Commitment'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Warren, Jared. "Ontological commitment and ontological commitments." Philosophical Studies 177, no. 10 (2019): 2851–59. http://dx.doi.org/10.1007/s11098-019-01342-9.

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Engelen, Andreas, Verena Rieger, Marius Wehner, and Fabian Heidemann. "Is Organizational Commitment to IT Good for Employees? The Role of Industry Dynamism and Concentration." MIS Quarterly 46, no. 4 (2022): 2387–404. http://dx.doi.org/10.25300/misq/2022/16588.

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While research on the consequences of organizational commitment to IT has focused on outcomes of interest to shareholders, such as profitability and firm value, recent research has also considered other stakeholders that might benefit from an increased organizational commitment to IT, especially customers. We extend this line of the literature by investigating the benefits of a firm’s organizational commitment to IT for firms’ employees, a stakeholder group that uses and depends heavily on IT in its daily work. This exploratory study links a firm’s organizational commitment to IT with the nonm

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Bahtiar Nur Syahbana and Epsilandri Septyarini. "Peran Mediasi Kepuasan Kerja pada Pengaruh Keadilan Distributif dan Keadilan Prosedural terhadap Komitmen Afektif Studi Pada Kantor Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan." Jurnal Manajemen 11, no. 2 (2021): 112–29. http://dx.doi.org/10.30656/jm.v11i2.3017.

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This study aims to determine (1) the effect of distributive justice on job satisfaction and, (2) the effect of procedural justice on job satisfaction (3) the effect of job satisfaction on affective commitmnent (4) the effect of distributive justice on affective commitmnet (5) the effect of procedural justice on affective commitment. Research took sample by applying nonprobability sampling with saturated sample. The sample in this study were 40 employee of Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan. The data collection method uses a questionnaire method that is distributed using the Purpo

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Gundlach, Gregory T., Ravi S. Achrol, and John T. Mentzer. "The Structure of Commitment in Exchange." Journal of Marketing 59, no. 1 (1995): 78–92. http://dx.doi.org/10.1177/002224299505900107.

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Commitment is an essential part of successful long-term relationships. Whereas commitments by both parties in an exchange can provide the foundation for development of relational social norms, disproportionate commitments can lead to opportunism by the less committed partner. The authors study the effect of the credibility and proportionality of commitment inputs in an exchange upon the development of relational social norms, opportunism, and long-term commitment intentions. They also investigate longitudinal effects of the credibility of long-term commitment intentions, relational social norm

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Puspita, Theresia Yunie. "PENGARUH PERSEPSI KARAKTERISTIK PEKERJAAN DAN DUKUNGAN ORGANISASI TERHADAP OCB DENGAN MEDIASI KOMITMEN PERTUMBUHAN DAN NORMATIF KARYAWAN." Jurnal Sosial dan Teknologi Terapan AMATA 1, no. 1 (2022): 25–32. http://dx.doi.org/10.55334/epic.v1i1.195.

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This research aims to determine the effect of perceptions of job characteristics and organizational support for OCB by mediating growth commitment and normative commitment of employees in the Engineering Division at PT. Adya Graha Surabaya. This research uses a quantitative approach that focuses more on hypothesis testing, while the data analysis technique uses path analysis, which looks at the relationship between job characteristics and organizational support felt by employees towards OCB through mediating growth commitments and employee normative commitments. The research findings indicate

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Sánchez-Cuenca, Ignacio. "Institutional commitments and democracy." European Journal of Sociology 39, no. 1 (1998): 78–109. http://dx.doi.org/10.1017/s0003975600007803.

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Democracy, even if it is a system of self-government, rests on institutional commitments. An institutional commitment is a manipulation through rules of one's set of alternatives. I analyze the nature of institutional commitments in general and the role they play in a democracy. After drawing a distinction between committing to a rule and being committed by what a role establishes, three conclusions emerge: a) that representation is a functional commitment, b) that constitutions are commitments to rules, and c) that judicial review is not a commitment, but makes credible the commitments embodi

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Cudd, Ann E. "COMMITMENT AS MOTIVATION: AMARTYA SEN’S THEORY OF AGENCY AND THE EXPLANATION OF BEHAVIOUR." Economics and Philosophy 30, no. 1 (2014): 35–56. http://dx.doi.org/10.1017/s0266267114000030.

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This paper presents Sen's theory of agency, focusing on the role of commitment in this theory as both problematic and potentially illuminating. His account of some commitments as goal-displacing gives rise to a dilemma given the standard philosophical theory of agency.Eithercommitment-motivated actions are externally motivated, in which case they are not expressions of agency,orsuch actions are internally motivated, in which case the commitment is not goal-displacing. I resolve this dilemma and accommodate his view of commitment as motivation by developing a broader descriptive theory of agenc

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Gibson, John, and David Meacheam. "The individual and organizational commitments needed for a successful diabetes care community of practice." Health Services Management Research 22, no. 3 (2009): 122–28. http://dx.doi.org/10.1258/hsmr.2008.008018.

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Through a qualitative case study of a regional diabetes care programme in New South Wales, Australia, this article examines the phenomenon of communities of practice (CoPs) within organizations, with a specific focus on identifying the commitments required from both individuals and organizations in order to produce a successful CoP. The CoP literature suggests that ‘commitment’ is essential, yet the exact nature of this ‘commitment’ has not been identified. This study aims to discover what these commitments are. From the research data, key individual and organizational commitments are identifi

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Nursalam, Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto, and Ferry Efendi. "Nurse's foci of commitment model to decrease turnover intention." International Journal of Public Health Science (IJPHS) 11, no. 4 (2022): 1357. http://dx.doi.org/10.11591/ijphs.v11i4.22000.

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The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collected usin

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Nursalam, Nursalam, Hikmatul Qowi Nurul, Johan Agus Yuswanto Tri, and Efendi Ferry. "Nurse's foci of commitment model to decrease turnover intention." International Journal of Public Health Science (IJPHS) 11, no. 4 (2022): 1357~1366. https://doi.org/10.11591/ijphs.v11i4.22000.

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The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collecte

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Dr., Dimple. "THE INHERITANCE OF LOSS: AN AMALGAM OF COMMITMENT AND AESTHETICISM." International Journal of Applied and Advanced Scientific Research (IJAASR) 2, no. 2 (2017): 376–79. https://doi.org/10.5281/zenodo.8002908.

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This research paper investigates the complex interplay of commitment and aestheticism in Kiran Desai's novel "The Inheritance of Loss". The novel intricately weaves a narrative that presents an array of commitments-personal, familial, societal, and political-within a vividly crafted aesthetic landscape. The analysis reveals how commitment in the novel is portrayed not as a fixed, steadfast notion but rather as a mutable concept that evolves amidst shifting socio-political and personal landscapes. Each character's narrative reflects a unique interpretation of commitment, wheth

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Becker, Thomas E., Mary C. Kernan, Kevin D. Clark, and Howard J. Klein. "Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity." Journal of Management 44, no. 3 (2015): 1202–25. http://dx.doi.org/10.1177/0149206315602532.

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Commitments to organizations and professions have important implications for behavior in the workplace, but little is known about how these dual commitments combine to affect organizational outcomes. We present a model proposing that commitment to professions influences productivity through a positive effect on intrinsic motivation and a negative effect on extrinsic motivation. Commitment to organizations, conversely, is hypothesized to have a negative effect on intrinsic motivation and a positive effect on extrinsic motivation. We tested the model with a sample of 237 tenured management profe

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Panjaitan, Maludin, and Selamat Siregar. "PENGARUH KARAKTERISTIK ORGANISASI, DUKUNGAN ORGANISASI DAN PERSON ORGANIZATION FIT TERHADAP KOMITMEN ORGANISASI." Jurnal Ilmu Manajemen METHONOMIX 6, no. 1 (2023): 66–74. http://dx.doi.org/10.46880/mtx.vol6no1.pp66-74.

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Commitment is one of the most important qualities that an employee should not be able to sell anymore. Therefore, increasing the professionalism of human resources needs to be combined with commitment. The aim of the research is to know the impact of organizational characteristics, organization support and person organization fit on organization commitments PT. X. The sample number is 68 employees PT. X. The results of the survey obtained the characteristics of an organization having a significant influence on the commitment of the organization, the organization's support has a significant imp

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ABOUSEADA, Al-Amin Abdel-Hameed, Thowayeb H. HASSAN, Mahmoud I. SALEH, and Salaheldeen H. RADWAN. "THE POWER OF AIRPORT BRANDING IN SHAPING TOURIST DESTINATION IMAGE: PASSENGER COMMITMENT PERSPECTIVE." GeoJournal of Tourism and Geosites 47, no. 2 (2023): 440–49. http://dx.doi.org/10.30892/gtg.47210-1042.

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To providing an empirical investigation into how affective, continuance, and normative commitment could build airport branding. A quantitative content analysis was conducted by analyzing 400 passengers' reviews of Cairo International Airport from the following platforms (Skytrax, Tripadvisor, traveller, and flight report). Affective and continuance commitment are likely to build a strong brand rather than normative commitment. Passengers’ negative experiences with airports make them feel less emotionally attached, resulting in lower levels of affective and continuance commitments. Terminal pro

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Andhini, Mega Murti. "Pengaruh Gender Dan Faktor Risiko Individu Terhadap Perilaku Eskalasi Komitmen." Jurnal Ekonomika Dan Bisnis (JEBS) 2, no. 1 (2022): 433–39. http://dx.doi.org/10.47233/jebs.v2i1.125.

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Escalation of commitment is the tendency of the decision maker to maintain his commitment to decisions they made in the past. Decision makers become irrational by maintaining their commitment to continue using their resources on a failed action. In financing an investment project, the escalation of commitments can harm the company and eliminate opportunities for the company to grow in the future. This study examines the effect of gender and risks on the escalation of commitment behavior. The research subjects used were 98 students of the Department of Management. This study used a 2x2 factoria

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Hamid, Harlina. "The Effectiveness of Achievement Motivation Training to Increase Employee Organizational Commitment of PT. MX." Eduvest - Journal of Universal Studies 3, no. 5 (2023): 974–82. http://dx.doi.org/10.59188/eduvest.v3i5.819.

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This research aims to know the effectiveness achievement motivation training to increase organizational commitments of PT. MX Makassar Employees. The subjects were employees of PT. MX Makassar. They were The Supervisory Assistant, Supervisor, and Manager Assistant. Total subjects were 40. The instrument that was used at this research was Organizational Commitment Scale. Research data have been analysed by using Independent Samples t-test technique. The result of Independent Samples T-test that compared the experiment group and the control group indicated t = 9,620 (p <0,01) that meant, enti

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Br Parangin-Angin, Lestari Sukmawati, Sri Wulan, and Asnani Asnani. "AINUN’S MARITAL COMMITMENT IN HABIBIE’S NOVEL HABIBIE & AINUN." JOURNAL OF LANGUAGE 4, no. 2 (2022): 331–40. http://dx.doi.org/10.30743/jol.v4i2.6024.

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This study deals with the Ainun’s marital commitment in Habibie’s Novel Habibie Ainun. The novel is taken from the true story of the author. In this novel, Ainun teaches readers how to carry out their obligations as a good wife and be able to take care of children and home with patience and faithfulness. The marital commitment contained in this novel is Ainun’s way of becoming a wife. The analysis is based on the theory of Marital Commitment by Adams Jones. They explain there are three commitments. They are personal, mental and structural commitments. In completing the analysis, the study uses

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Kurniasari, Intan Cahya, Armanu Thoyib, and Rofiaty Rofiaty. "PERAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH KOMPETENSI, PELATIHAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PERAWAT." MIX: JURNAL ILMIAH MANAJEMEN 8, no. 2 (2018): 352. http://dx.doi.org/10.22441/mix.2018.v8i2.010.

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Abstract. Research aim to analyze influence of 1) Competencies on Organtizational Commitment. 2) Training on Organtizational Commitment. 3) Organization Culture on Organtizational Commitmen. 4) Competencies on Nurses’ Performance. 5) Training on Nurses’ Performance. 6) Organization Culture on Nurses’ Performance. 7) Organizational Commitment on Nurses’ Performance. 8) Role mediation of Organizational Commitmen within the influence of Competencies on Nurses’ Performance. 9) Role mediation of Organizational Commitmen within the influence of Training on Nurses’ Performance. 10) Role mediation of

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Nguddo, Erwin M., and Renebeth G. Donguiz. "ORGANIZATIONAL COMMITMENT OF JOB ORDER EMPLOYEES IN PHILHEALTH-CAR: INPUT TO STRATEGIC MANAGEMENT." Cognizance Journal of Multidisciplinary Studies 4, no. 7 (2024): 31–42. http://dx.doi.org/10.47760/cognizance.2024.v04i07.004.

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Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture in an o

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Erwin, M. Nguddo, and G. Donguiz Renebeth. "ORGANIZATIONAL COMMITMENT OF JOB ORDER EMPLOYEES IN PHILHEALTH-CAR: INPUT TO STRATEGIC MANAGEMENT." Cognizance Journal of Multidisciplinary Studies (CJMS) 4, no. 7 (2024): 31–42. https://doi.org/10.47760/cognizance.2024.v04i07.004.

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<strong>Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture

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Bakar, Gülay Tamer, and Salim Akyürek. "The effect of private health institution managers’ ethical leadership approach on the organizational commitment and performance of the employees." LAPLAGE EM REVISTA 7, Extra-D (2021): 537–55. http://dx.doi.org/10.24115/s2446-622020217extra-d1134p.537-555.

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This research, basically focusing on the health sector, tried to specify the effect of the managers’ ethical approach on employees’ organizational commitments, performances, and the role of organizational commitments in this effect. The sampling was composed of 362 healthcare professionals. In this cross-sectional field study, an independent variable model for the ethical leadership approaches and a dependent variable model for the employees’ performances and commitments to their organizations were practiced. Data were collected through Ethical leadership, Organizational Commitment, and Indivi

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Firestone, William A., and Sheila Rosenblum. "Building Commitment in Urban High Schools." Educational Evaluation and Policy Analysis 10, no. 4 (1988): 285–99. http://dx.doi.org/10.3102/01623737010004285.

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A conceptual framework for understanding student and teacher commitment is presented and illustrated with data from a field study of 10 urban high schools. Three points are made. First, alienation and commitment are multidimensional; teachers and students make a variety of commitments that affect the nature of their work. Second, teacher and student commitments are mutually reinforcing. If one is low, it will depress the other. Finally, five school factors are identified that can increase commitments: relevance, respect, support, expectations, and influence. Policy implications of changing the

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Febriani, Yunita, Yulia Puspita Sari, Fitantina, and Eko Ardi Wiyanto. "Unravelling Motivation: The Key Mediator between Organizational Commitment and Employee Performance at Wyndham Opi Hotel." Journal of Business and Management Review 6, no. 2 (2025): 074–91. https://doi.org/10.47153/jbmr.v6i2.1457.

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Research Aims: This study aims to analyse the role of motivation as a mediator in the relationship between organizational commitment and employee performance at Wyndham Opi Hotel Palembang. The research is based on the phenomenon of the hotel's failure to achieve its specified targets and the relatively high employee turnover rate. Design/methodology/approach: The study was conducted on a population of 150 employees, with data collected through interviews and questionnaires. The analysis technique employed was Structural Equation Modelling-Partial Least Squares (SEM-PLS) to assess the relation

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Zhang, Qi, Edmund Durfee, and Satinder Singh. "Modeling Probabilistic Commitments for Maintenance Is Inherently Harder than for Achievement." Proceedings of the AAAI Conference on Artificial Intelligence 34, no. 06 (2020): 10326–33. http://dx.doi.org/10.1609/aaai.v34i06.6596.

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Most research on probabilistic commitments focuses on commitments to achieve enabling preconditions for other agents. Our work reveals that probabilistic commitments to instead maintain preconditions for others are surprisingly harder to use well than their achievement counterparts, despite strong semantic similarities. We isolate the key difference as being not in how the commitment provider is constrained, but rather in how the commitment recipient can locally use the commitment specification to approximately model the provider's effects on the preconditions of interest. Our theoretic analys

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Hidayati, Elly Wahyu, Achmad Sani Supriyanto, and Vivin Maharani Ekowati. "Work Commitment as A Mediator of Work Environment Effect on Employee Performance." Management and Economic Journal (MEC-J) 5, no. 1 (2021): 59–66. http://dx.doi.org/10.18860/mec-j.v5i1.11421.

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This study aims to examine the effect of work environment on work commitments, work commitment on employee performance, and work commitment as a mediator of work environment influence on employee performance. The samples are 43 KPPN employees in Malang. Data are collected directly from the respondents through questionnaires and analyzed with path analysis using SPSS software. The result shows that work environment has a positive and significant influence on work commitment, and work commitment also has a positive and significant effect on employee performance. Therefore, work commitment proves

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Lawet, Pilipus Wai, and Yuliana Setyaningsih. "Konsistensi Struktur Argument by Commitment dalam Editorial Harian Bisnis Indonesia: Perspektif Douglas Walton." Diglosia: Jurnal Kajian Bahasa, Sastra, dan Pengajarannya 3, no. 3 (2020): 305–16. http://dx.doi.org/10.30872/diglosia.v3i3.103.

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Consistency is very essential in writing editorial rubrics because it shows commitments of the author and his institution. Author and media institution who have high commitments in writing editorial argumentation can increase the level of readers' confidence toward the content of editorials. This research is intended to optimize the consistency of the construction of argument by commitment in Bisnis Indonesia editorials. Data collection methods used were documentation and interview methods. The research data were in the form of editorial texts containing arguments. The data analysis method use

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Soenens, Bart, Michael D. Berzonsky, Curtis S. Dunkel, Dennis R. Papini, and Maarten Vansteenkiste. "Are all identity commitments created equally? The importance of motives for commitment for late adolescents’ personal adjustment." International Journal of Behavioral Development 35, no. 4 (2011): 358–69. http://dx.doi.org/10.1177/0165025411405954.

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On the basis of self-determination theory it is proposed that adolescents’ motives for forming and maintaining identity-relevant commitments can be either autonomous or controlled in nature. This study examined whether motives for identity commitments would add to the prediction of late adolescents’ adjustment beyond the effect of strength of commitment per se. In addition, it was examined how late adolescents’ identity-processing styles would relate to motives for commitment and whether motives for commitment would mediate between identity styles and adjustment. In a sample of 431 late adoles

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Alfa, Tri Yaumil, Dwi Iramadhani, and Azwar Djafar. "Iklim Organisasi dan Komitmen Kerja Karyawan Puskesmas." Jurnal Psikologi Terapan (JPT) 3, no. 2 (2022): 64. http://dx.doi.org/10.29103/jpt.v3i2.8881.

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The working atmosphere in the company is very important in determining employee performance and work commitment. This study aims to determine the relationship of organizational climate with work commitments for employees in Puskesmas Kutamakmur, Aceh Utara. The hypothesis being tested is a positive relationship between organizational climate and work commitments for employees who work in Puskesmas Kutamakmur. The sampling technique used in this study was sampling saturation with data collection methods through the organizational climate scale and Likert work commitment scale model for 120 empl

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Singh, Ajay, and Bindu Gupta. "Job involvement, organizational commitment, professional commitment, and team commitment." Benchmarking: An International Journal 22, no. 6 (2015): 1192–211. http://dx.doi.org/10.1108/bij-01-2014-0007.

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Purpose – The purpose of this paper is to examine the relationship among job involvement, organizational commitment, team commitment and professional commitment and to explore generational differences for these variables. Design/methodology/approach – It used structured questionnaire survey approach for which data were collected from 477 full-time employees of 13 organizations from diverse sectors in India. Respondents were categorized into four generational cohorts following the classification reported in Robbins et al. (2011). Findings – The findings of the study indicated that professional

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Meeus, W., J. Iedema, and G. H. Maassen. "Commitment and Exploration as Mechanisms of Identity Formation." Psychological Reports 90, no. 3 (2002): 771–85. http://dx.doi.org/10.2466/pr0.2002.90.3.771.

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We report a two-wave longitudinal study of 1,571 Dutch adolescents concerning the role of commitment and exploration in identity development. We used the Utrecht-Groningen Identity Development Scale to measure commitment and exploration in the domains of relational and societal identity. Our results can be summarized in three points. (1) Commitment and exploration are related processes in the development of identity. Adolescents with strong commitments also frequently explore them, and adolescents with low exploration in general have weak commitments. (2) The longitudinal stability of commitme

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Sumardona, Sumardona, and Saida Saida. "Peningkatan Kinerja Sumber Daya Manusia Berbasis Gaya Kepemimpinan, Kepercayaan dan Komitmen." Robust: Research of Business and Economics Studies 2, no. 2 (2022): 156. http://dx.doi.org/10.31332/robust.v2i2.5293.

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Research thesis titled Performance Improvement Based Human Resources Leadership Style, Confidence and Commitment which aims to examine and analyze the effect of the variable leadership style on employee confidence, work commitments and performance of human resources . Besides, this research examines and analyzes the influence of variables of trust employees to work commitments and to test and analyze the effect of trust and commitment of employees working on the performance of human resources. This research was conducted by survey method by distributing questionnaires to 100 employees at the R

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Zhang, Qi, Edmund H. Durfee, and Satinder Singh. "Efficient Querying for Cooperative Probabilistic Commitments." Proceedings of the AAAI Conference on Artificial Intelligence 35, no. 13 (2021): 11378–86. http://dx.doi.org/10.1609/aaai.v35i13.17356.

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Multiagent systems can use commitments as the core of a general coordination infrastructure, supporting both cooperative and non-cooperative interactions. Agents whose objectives are aligned, and where one agent can help another achieve greater reward by sacrificing some of its own reward, should choose a cooperative commitment to maximize their joint reward. We present a solution to the problem of how cooperative agents can efficiently find an (approximately) optimal commitment by querying about carefully-selected commitment choices. We prove structural properties of the agents' values as fun

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IZUI, Tsutomu, and Ken'ichi MORI. "Work Commitment and Circle Commitment." Japanese journal of ergonomics 34, Supplement (1998): 534–35. http://dx.doi.org/10.5100/jje.34.supplement_534.

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Bučiūnienė, Ilona, and Vida Škudienė. "Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing Companies." South East European Journal of Economics and Business 3, no. 2 (2008): 57–66. http://dx.doi.org/10.2478/v10033-008-0015-7.

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Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing CompaniesThis article investigates the relationship between employees' organizational commitment dimensions and leadership styles in Lithuanian manufacturing companies. The findings of the study reveal positive correlations between a transformational leadership style and affective and normative employee commitments. A laissez-faire leadership style was found to be negatively associated with employees' affective commitment.

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Salvador, Ágata, Gabriela Fonseca, Leonor Pereira da Costa, and Shivani Atul Mansuklal. "“Feed” or “Unfeed”?" Journal of Media Psychology 35, no. 5 (2023): 303–15. http://dx.doi.org/10.1027/1864-1105/a000389.

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Abstract: This study aimed to explore the moderating role of social networking sites (SNS) use in the link between identity commitment development and psychological functioning in a sample of Portuguese emerging adults. Cross-sectional survey data were collected from 251 participants (71.3% women), aged 18–30 years ( M = 22.33, SD = 3.31). Self-report questionnaires were used to measure identity commitment-making (commitment-making and identification with commitment), SNS use (perception of feed refresh frequency), and psychological functioning (anxiety and depressive symptoms). Results showed

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Nguyen, Phuong, Jörg Felfe, Insa Fooken, and Ho Thuy Ngoc. "Commitment to a parent company and a local operation." Evidence-based HRM: a Global Forum for Empirical Scholarship 3, no. 2 (2015): 181–204. http://dx.doi.org/10.1108/ebhrm-05-2013-0013.

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Purpose – The purpose of this paper is to investigate the nature of commitments of local employees to a parent company and a local operation in comparison to the nature of commitment of Western expatriates to the two foci. Design/methodology/approach – Data were collected by questionnaire from 532 local employees and 471 Western expatriates currently working for the subsidiaries of multinational companies (MNCs) in Vietnam. Hypotheses were tested using exploratory factor analyses, confirmatory factor analyses, correlation analyses, t-test, generalized linear models and hierarchical regression.

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Rouillé, Louis. "On the Existence of Nonexistence Commitments." Grazer Philosophische Studien 100, no. 4 (2024): 523–48. https://doi.org/10.1163/18756735-00000207.

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Abstract In this article, I introduce a new kind of ontological commitment, according to which one is committed to the nonexistence of some entity. I start with an analysis of ontological commitment which gives prominence to Putnam’s notion of “intellectual honesty” and proceed to argue that whatever the correct view of ontological commitment is, there is a variety of understudied ontological commitment, viz. nonexistence commitments. Based on such commitments, one can make what I call “counter-indispensability arguments”, which are formally similar to indispensability arguments, though the co

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Indriyaningrum, Kis, and Mohammad Fauzan. "The Effect of Self-Efficacy, Interpersonal Communication and Work Ethics on Sustainable Work Commitment." JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) 6, no. 3 (2023): 437. http://dx.doi.org/10.32493/jjsdm.v6i3.29738.

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The objectives of the study were to test and analyze (1) the effect of self-efficacy on sustainable work commitments, (2) the influence of interpersonal communication on sustainable work commitments, (3) the influence of work ethics on sustainable work commitments. This type of research is explanatory research. The research population was all employees of Honda Surya Utama Perkasa Semarang Dealership as many as 123 employees. Instruments used in data collection using questionnaires with Likert scale Analysis techniques using regression models. Research findings that Self-Efficacy positively af

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Hill, Brian V. "'Education For Commitment' A Logical Contradiction?" Journal of Educational Thought / Revue de la Pensée Educative 15, no. 3 (2018): 159–70. http://dx.doi.org/10.55016/ojs/jet.v15i3.43911.

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Historical pressures have given rise to a doctrine that public education must be value-neutral in its curriculum. Education is to be seen as aiming at enlightenment but not commitment. Versions of value-neutrality are refuted, including the view that the goal of rational autonomy is non-partisan. This is seen to be a normative commitment, albeit educative, from which it appears that education can aim for commitments of a certain kind. Three other basic commitments consistent with the modem notion of education are identified and defended.

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Sarbazian, Majid, and Soroush Rostamzad Asli. "Rationales and Applications of Mutuality of Obligations in Iranian Contract Law." Modern Applied Science 10, no. 12 (2016): 132. http://dx.doi.org/10.5539/mas.v10n12p132.

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In Iranian laws, commitment is exchangeable if it is of proper and rational interest. In exchangeable contracts, it needs that parties perform their commitments mutually and in the case of not performing the commitments by one party, another one can refuse its commitments as called lien. There are also cases in which some terms are cancelled since they destroy the powers of one party to enforce the other party in performing his commitment. On this basis, the main challenge of present paper is to study the nature and status of mutuality of obligations doctrine in Iranian laws and studying its b

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Ramamoorthy, Nagarajan, and Donna Stringer. "Equity versus equality norms of justice and organisational commitment: the moderating role of gender." Irish Journal of Management 36, no. 3 (2017): 206–20. http://dx.doi.org/10.1515/ijm-2017-0008.

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AbstractIn the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results reveal

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Lorünser, Thomas, Sebastian Ramacher, and Federico Valbusa. "Commitment Schemes from OWFs with Applications to Quantum Oblivious Transfer." Entropy 27, no. 7 (2025): 751. https://doi.org/10.3390/e27070751.

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Commitment schemes (CSs) are essential to many cryptographic protocols and schemes with applications that include privacy-preserving computation on data, privacy-preserving authentication, and, in particular, oblivious transfer protocols. For quantum oblivious transfer (qOT) protocols, unconditionally binding commitment schemes that do not rely on hardness assumptions from structured mathematical problems are required. These additional constraints severely limit the choice of commitment schemes to random oracle-based constructions or Naor’s bit commitment scheme. As these protocols commit to i

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Dr., Dimple. "THE FRAGILITY OF COMMITMENT IN ACHEBE'S 'MARRIAGE IS A PRIVATE AFFAIR'." International Journal of Current Research and Modern Education (IJCRME) 1, no. 2 (2016): 260–64. https://doi.org/10.5281/zenodo.8002925.

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<em>This paper aims to explore the fragility of commitment as presented in Chinua Achebe's 'Marriage is a Private Affair.' Achebe's short story represents a complex conflict between personal freedom and traditional constraints. The primary focus of this analysis is the way the author examines commitment in relationships, and how it manifests itself under various cultural pressures. This research paper delves into the intricate dynamics of commitment as illustrated in Chinua Achebe's 'Marriage is a Private Affair.' The story offers an intimate exploration of the frag

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Changho Lim. "The Effects of Police Job Dimensions on Organizational Commitment-Affective Commitment, Continuance Commitment, Normative Commitment-." Police Science Journal 12, no. 3 (2017): 9–39. http://dx.doi.org/10.16961/polips.2017.12.3.9.

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Widhiandono, Hengky, Suyoto Suyoto, Akhmad Darmawan, Ahmad Zainal Abidin Abd Razak, and Hariyaty Ab Wahid. "The Mediating Effect of Organizational Commitment on the Relationship between Personality, Job Satisfaction and Job Performance of Pharmacists." International Business Education Journal 15, no. 2 (2022): 111–25. http://dx.doi.org/10.37134/ibej.vol15.2.9.2022.

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There is a lack of attention given by researchers to investigate the personality side of pharmacists and pharmacist job satisfaction that may affect organizational commitment to work in pharmacies and pharmacist performance. Thus, this study aims to determine the direct effect of personality traits, job satisfaction, and organizational commitment on the job performance of pharmacists. Moreover, this study measures the mediating effect of organizational commitment in the relationship between personality traits and the job performance of pharmacists. Additionally, this study also measures the me

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Schoemmel, Kristina, Thomas Skriver Jønsson, and Hans-Jeppe Jeppesen. "The development and validation of a Multitarget Affective Commitment Scale." Personnel Review 44, no. 2 (2015): 286–307. http://dx.doi.org/10.1108/pr-06-2013-0099.

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Purpose – In order to contribute to the understanding of affective commitment towards distinct workplace targets, the purpose of this paper is to develop and validate a Multitarget Affective Commitment Scale (MACS) through two data collections. The MACS uses similarly worded items for distinct targets and reflects the most recent theoretical development of affective commitment. Design/methodology/approach – In the first data collection, items from previous commitment scales were tested through the social network service Facebook (n=305). The second data collection was conducted in the healthca

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Alnajjar, Ahmed A. "Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates." Psychological Reports 79, no. 1 (1996): 315–21. http://dx.doi.org/10.2466/pr0.1996.79.1.315.

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The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitmen

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Awang, Hapini, Mat Rahimi Yusof, Mohd Faiz Mohd Yaakob, Mohd Fairuz Jafar, Ramlan Mustapha, and Kalipakiam Subramaniam. "The influence of virtual instructional leadership on teachers’ commitment: A Malaysian e-leadership case study." International Journal of Evaluation and Research in Education (IJERE) 11, no. 2 (2022): 673. http://dx.doi.org/10.11591/ijere.v11i2.22669.

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<p>The ability of instructional leadership practices in shaping positive school culture is well known. Similarly, it is also proven that this kind of school leadership could strengthen teachers’ commitment. However, the research tended to focus on conventional instructional leadership and the ability of virtual instructional leadership to produce such impact remains unclear. Therefore, this study investigated the influence of virtual instructional leadership on teachers’ commitment. Based on Meyer and Allen’s Organizational Commitment Model the research model developed and analyzed using

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Turner, Brian A., and Packianathan Chelladurai. "Organizational and Occupational Commitment, Intention to Leave, and Perceived Performance of Intercollegiate Coaches." Journal of Sport Management 19, no. 2 (2005): 193–211. http://dx.doi.org/10.1123/jsm.19.2.193.

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Three hundred twenty-eight intercollegiate coaches (men = 240, women = 88; Division I = 156, Division III = 172) responded to a questionnaire measuring commitment to their university and coaching occupation, intention to leave the organization and occupation, their team standings, and perceptions of their performance. The variables of division, gender, and marital/lifestyle status affected neither organizational nor occupational commitments. Organizational commitments of affective, normative, continuance: high sacrifice, and continuance: low alternatives correlated significantly with intention

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Panggabean, Mutiara S. "PERBEDAAN KOMITMEN ORGANISASIONAL BERDASARKAN KARAKTERISTIK INDIVIDU." Media Riset Bisnis & Manajemen 1, no. 2 (2020): 89–124. http://dx.doi.org/10.25105/mrbm.v1i2.8060.

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The paper studies the comparablity of organizational commitment according to different individual characteristic consists of sexes, age, education, tenure, mamiage status and dependants. The organizational commitment is measured by three dimensions: continuance, affective, and normative commitments. The samples are students of the University of Indonesia and University of Trisakti. By using ANOVA and Post-Hoc Pair wise Muliple Comparison and Independent T-test, the study concludes that organizational commitment is differed based on individual characteristics on of sexes, age, education, tenure

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