Impact of Affective Commitment with Employee Performance Moderated by Organization Citizenship Behavior (OCB)

Ardiansyah, Ardiansyah; Afandi, Erfan

doi:10.2991/acpch-18.2019.64

Cited by 7 publications

(5 citation statements)

References 14 publications

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“…The observed relationship between age and affective commitment underscores the importance of fostering employee loyalty and motivation as they age within the organization. Strategies to promote longevity among employees may extend beyond financial incentives to encompass improvements in work environment and leadership practices, as suggested by Sinaga et al (2019) and Ardiansyah and Afandi (2018).…”

Section: Resultsmentioning

confidence: 99%

“…Normative commitment arises from a sense of duty and loyalty to the organization, regardless of personal gain. While affective commitment positively influences job performance, the impact of continuance commitment is debatable, and normative commitment may lead to decreased well-being (Sinaga et al, 2019;Ardiansyah & Afandi, 2018;Kasogela, 2019;Koskei & Bogonko, 2018;Vanderberghe et al, 2015).…”

Section: Range Of Mean Valuesmentioning

confidence: 99%

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Does age affect organizational commitment and individual work performance?

Julian,

Abun,

Rigucira

et al. 2024

dwijmh

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The study aimed to examine the effect of age on organizational commitment and individual work performance. To broaden and deepen the concepts of the study, literature was reviewed. The study used a descriptive assessment and correlational research design. The population of the study is the employees of the institution. Questionnaires were used to gather the data and weighted mean and Pearson r were used to interpret and analyze the data. The study found that overall, there is no correlation between age and organizational commitment and individual work performance. However, there is a significant correlation between age and affective commitment of the employees which suggests that the older they become, the more affectionate they become to the institution.

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Section: Resultsmentioning

confidence: 99%

Section: Range Of Mean Valuesmentioning

confidence: 99%

Does age affect organizational commitment and individual work performance?

Julian,

Abun,

Rigucira

et al. 2024

dwijmh

View full text Add to dashboard Cite

show abstract

“…High affective organizational commitment tends to encourage employees to maximize their search for information so that it can be considered by the government to make decisions (Afandi, 2019). Syukur (2019) states that employees who are effectively committed to organizations with emotional involvement tend to want always to be involved in organizational activities.…”

Section: Discussionmentioning

confidence: 99%

Job Relevant Information on Government Managerial Performance: The Role of Affective Organizational Commitment

Febrianti,

Rohma

2023

Bus. Management Analysis J.

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This study aims to investigate the moderating effect of affective organizational commitment on job-relevant information (JRI) on government managerial performance. The inconsistent results regarding the impact of JRI on government managerial performance lead to differences in perceptions of JRI functions. The inconsistency of the research results is possible due to phenomena that have yet to be caught in previous studies. Based on the goal-setting theory, this study captured the construct of affective organizational commitment. The research used a quantitative method using a survey of 56 Regional Government Organizations (RGO) with 180 respondents in Pasuruan Regency, East Java, Indonesia. The sampling method used judgment sampling, which obtained as many as 180 respondents. Testing the research hypothesis was carried out using SmartPLS 4.0. The study results show that job-relevant information encourages the government managerial performance of regional apparatus. The existence of affective organizational commitment impacts improving government managerial performance. Moreover, the findings of this study indicate that affective organizational commitment can strengthen JRI's influence on the government managerial performance of the local government apparatus. This research shows that the affective organizational commitment possessed by officials can encourage the influence of job-relevant information to improve the managerial performance of local government officials

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“…To fill this research gap, the present study explored the importance of providing FFPs to employees as a remedial measure to reduce the employees' job quitting intention, along with the presence of OCB to find that these practices need to be supported by employees' extra-ordinary work behavior to influence their job quitting intentions. Therefore, the present study contributes to existing knowledge by examining the importance of organizational work practices which reduces the risk of employee turnover, particularly, the significant role of OCB of employees towards lessening their intention to leave (Ardiansyah & Afandi, 2019).…”

Section: Introductionmentioning

confidence: 92%

Effect of Family-Friendly Practices on Employees’ Intention to Quit: The Mediating Role of Organizational Citizenship Behavior

Afzal

Azmi

2021

International Journal of Management Studies

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Turnover intention has become one of the most serious issues in organizations around the world. Hence, most organizations encourage family-friendly practices (FFPs) to retain employees and to reduce high turnover risk. A plethora of research has confirmed FFPs as a fruitful predictor of turnover intention. However, what is not yet known is whether FFPs directly influence turnover intention or indirectly through organizational citizenship behavior (OCB). To fill the gap, the present study examined the effect of FFPs on employees’ intention to quit. On top of that, the mediating role of OCB in the purported link was also examined. Data were collected from 338 health sector employees using a structured questionnaire. The results of the structural equation modeling using AMOS indicated a significant negative relationship between FFPs and employees’ intention to quit. Moreover, OCB negatively influences employees’ intention to quit and partially mediates the path between family-friendly practices and intention to quit. Based on theoretical and empirical evidence, this study advances existing knowledge and further understanding of organizational work practices. This study recommends that organizations should encourage FFPs to mitigate turnover rate among employees.

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Impact of Affective Commitment with Employee Performance Moderated by Organization Citizenship Behavior (OCB)

Cited by 7 publications

References 14 publications

Does age affect organizational commitment and individual work performance?

Does age affect organizational commitment and individual work performance?

Job Relevant Information on Government Managerial Performance: The Role of Affective Organizational Commitment

Effect of Family-Friendly Practices on Employees’ Intention to Quit: The Mediating Role of Organizational Citizenship Behavior

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