A multilevel model of affect and organizational commitment

Yan, Li; Ahlström, David; Ashkanasy, Neal M.

doi:10.1007/s10490-010-9193-9

Cited by 63 publications

(46 citation statements)

References 87 publications

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“…In general, however the study establishes role of emotionally intelligent individuals as capable of showing more vigor, dedication and absorption. These findings are in line with earlier studies where emotional intelligence positively impacted job satisfaction organizational commitment and job attitudes (Carmeli, 2003, Petrides & Furham, 2006Li, Ahlstrom & Ashkanasy, 2010;Brunetto, Teo, Shacklock, & Wharton, 2012;Shooshtarian, Ameli, Aminilari, 2013;Seyal & Afzaal, 2013). The results echo that frequently experienced chaotic emotions have been seen as reducing an individual's well-being and generating job burnout (Maslach, Schaufeli, & Leiter, 2001).…”

Section: Discussionsupporting

confidence: 90%

Role of Emotional Intelligence on Employee Engagement: A Study among Indian Professionals

Sarangi¹,

Vats²

2015

IJBM

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Business firms across the globe have always endeavoured to identify and strengthen drivers of employee engagement at the individual, group and organizational level. Drivers at the individual level have been less researched and tested in previous studies. This study attempts to examine the role of emotional intelligence as an individual antecedent of employee engagement. This is hypothesized drawing from literature that emotional intelligence plays an important role in shaping positive workplace feelings, attitudes and behaviour. Responses captured and analyzed from randomly selected sample of 182 professionals working in Indian organizations revealed that emotional intelligence especially mood repair augments high levels of employee engagement manifested through higher vigor, dedication and absorption in employees. These findings have significant implications for both research and practice.

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Section: Discussionsupporting

confidence: 90%

Role of Emotional Intelligence on Employee Engagement: A Study among Indian Professionals

Sarangi¹,

Vats²

2015

IJBM

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“…Furthermore, Li, Ahlstrom, and Ashkanasy (2010) highlight that the importance of organizational commitment is derived from its strong impact on organizational performance and subsequently, organizational success. Abidin, Muda, Hasan and Salleh (2010) claim that employees who identify with their organization tend to focus much more on their organizational survival and competiveness.…”

Section: Normative Commitmentmentioning

confidence: 99%

Cultural Diversity and Organizational Commitment: A Study on Teachers of Primary Public Schools in Menoufia (Egypt)

Alas¹

2016

IBR

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With globalization and mounting global uncertainties, cultural diversity has become one of the main factors affecting both in-and-out life of any organization. Hence, responding to cultural diversity is a challenging organizational priority in order to achieve organizational goals. It entails absorbing differences and creating a healthy environment in which all employees feel valued, and their talents are fully utilized. During the last three decades, organizational commitment has gained popularity by examining employees' link to their organization. It has a tremendous role in shaping the future of organizational orientation. This study explores the link between cultural diversity challenges and organizational commitment approaches by conducting a quantitative study of teachers in a public primary school in Menoufia province (Egypt). Both correlation and regression analysis of collected data indicate that it is true to assume that not all challenges of cultural diversity have a positive effect on organizational commitment approaches.

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“…Consequently, the first aim of the current study is to assess the extent to which PP could explain variance in employees' affective OCC. We use the framework of affective event theory (Weiss & Cropanzano, 1996; see also Li, Ahlstrom, Ashkanasy, 2010) to theorize about this proposed relationship.…”

mentioning

confidence: 99%

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

2011

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The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction is examined as a mediator and political skills as moderator in the relationship between proactive personality and affective occupational commitment. Two connected studies, one in a hospital located in the private sector and one in a university located in the public sector, are carried out in Pakistan, drawing on a total sample of over 400 employees. The results show that proactive personality is positively related to affective occupational commitment, and that occupational satisfaction partly mediates the relationship between proactive personality and affective occupational commitment. No effect is found for a moderator effect of political skills in the relationship between proactive personality and affective occupational commitment. Political skills however moderate the relationship between proactive personality and affective organizational commitment.

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A multilevel model of affect and organizational commitment

Abstract: Emotion, Organizational commitment, Affective events theory, Multilevel analysis, China,

Cited by 63 publications

References 87 publications

Role of Emotional Intelligence on Employee Engagement: A Study among Indian Professionals

Role of Emotional Intelligence on Employee Engagement: A Study among Indian Professionals

Cultural Diversity and Organizational Commitment: A Study on Teachers of Primary Public Schools in Menoufia (Egypt)

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

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