Impact of organizational trust on organizational commitment: the moderating effect of national identity

Alomran, Abdullah M.; Ahmed, Tarek Sayed Abdelazim; Kassem, Ayman Mounir

doi:10.1080/23311886.2024.2309712

Cited by 3 publications

(6 citation statements)

References 106 publications

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“…Tourism and hospitality businesses need to strengthen organizational commitment in order to enhance employee performance, increase motivation, and reduce turnover rates [32]. Organizational commitment has been defined as a concept that represents the strong belief, sacrifice, and continuity of employees in the goals and values of the organization [33].…”

Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

“…When the studies on organizational commitment have been examined, we can observe that there are studies in the literature that address organizational commitment as both multidimensional [7,32] and unidimensional [39][40][41]. Considering the multidimensional studies, in their research on organizational commitment in tourism and hospitality businesses, [7] found that job involvement affects affective and normative commitment in organizational commitment and stated that organizational commitment is effective in creating job satisfaction.…”

Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

“…Considering the multidimensional studies, in their research on organizational commitment in tourism and hospitality businesses, [7] found that job involvement affects affective and normative commitment in organizational commitment and stated that organizational commitment is effective in creating job satisfaction. Alomran et al [32], in their study on accommodation businesses in Saudi Arabia, reported that organizational trust positively influences emotional, normative, and continuance commitment. In this study, it was concluded that a trustworthy working environment increases the commitment of employees to their organizations and encourages employees to perform better [32].…”

Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

“…Alomran et al [32], in their study on accommodation businesses in Saudi Arabia, reported that organizational trust positively influences emotional, normative, and continuance commitment. In this study, it was concluded that a trustworthy working environment increases the commitment of employees to their organizations and encourages employees to perform better [32]. Looking at studies that consider organizational commitment as unidimensional, Arsezen-Otamis et al [39] found that tourism enterprises that adopt the management approach of paternalism (thinking about the welfare and personal goals of employees) increase organizational commitment.…”

Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

“…Branded employers recognize the importance of their employees' contributions and provide a positive work environment through organizational support. The welfare and professional development of the employee will increase, organizational commitment will be strengthened, and the relationship between the employee and the organization will be strengthened thanks to sustainable human resources [7,8,15,22,24,32,[41][42][43][44].…”

Section: Organizational Supportmentioning

confidence: 99%

See 4 more Smart Citations

Employer Brand Attractiveness and Organizational Commitment: The Moderating Role of Organizational Support

Onur,

Celik Yetim,

Guven

et al. 2024

Sustainability

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The primary purpose of this article is to determine the relationship between employer brand attractiveness, which is considered to be critical in achieving sustainable human resource management and organizational commitment, and to reveal the moderating role of perceived organizational support in this relationship. The research was conducted on the employees of 5-star hotels in Manavgat, one of the most popular tourist destinations in Turkey. Data were collected between June and October 2023. The hypothetical model was developed based on the results obtained and was tested using the AMOS program (IBM SPSS AMOS 22). Accordingly, the Process macro (model 1) was found to be the most appropriate model for determining moderating effects. The results of this study revealed a positive relationship between the economic, social, development, and application dimensions of employer brand attractiveness and organizational commitment. On the other hand, it was concluded that interest value did not have a statistically significant effect on organizational commitment. Moreover, it was also determined in the results of this study that perceived organizational support has a moderating role in the relationship between employer brand attractiveness dimensions and organizational commitment. It is believed that the research findings concerning the relationships between the variables and the moderating effect of perceived organizational support will contribute to filling a gap in the relevant literature. In light of the findings, a number of theoretical and practical implications have been presented for tourism and hospitality organizations and academicians on sustainable human resource management.

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Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

Section: The Relationship Between Employer Brand Attractiveness and O...mentioning

confidence: 99%

Section: Organizational Supportmentioning

confidence: 99%

See 3 more Smart Citations

Employer Brand Attractiveness and Organizational Commitment: The Moderating Role of Organizational Support

Onur,

Celik Yetim,

Guven

et al. 2024

Sustainability

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Influence of Grapevine Communication on Organizational Commitment and Sustainable Development Goals: A Study of Personality Traits and Commitment Types for Promoting Inclusive Work Environments

Saeed,

Sohail,

Ali

et al. 2024

sbsee

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Purpose: This study explores the relationship between instructor personality, grapevine communication, and organizational commitment in the public and private education sectors of Pakistan. Specifically, it investigates how faculty personalities influence informal communication (grapevine) and their organizational commitment levels. Design/Methodology/Approach: A Structural Equation Model (SEM) employed to analyze the effects of teacher personalities on grapevine communication and organizational commitment. Data collected through a comprehensive survey from university faculty members, focusing on demographics such as age, gender, experience, salary, and qualifications. The collected data then used to build and validate the SEM model, offering a robust analytical framework for evaluating the relationships between the variables. Findings: The study reveals that faculty loyalty and commitment significantly influenced by academic communication routes, particularly informal grapevine communication, which is moderated by individual personality traits. Implications/Originality/Value: This study contributes to the literature on organizational behavior, communication, and management in higher education, offering strategies to enhance job satisfaction, collaboration, and commitment among university faculty.

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Psychological career pre-occupation and social connectedness in Ghanaian education staff’s career management

Ferreira,

Kwao,

Potgieter

2024

South African Journal of Business Management

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Purpose: This study examines the interplay of psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education and offers insights for academia and practitioners. It also explores the impact of gender, job level, and the moderating effect of psychosocial career pre-occupation on employees’ commitment in this sector.Design/methodology/approach: A purposeful sample of 288 senior academic and administrative staff, mostly married males aged 31–40 years, completed the Psychosocial Career Pre-occupation Scale (PCOS), Workplace Friendship Scale (WFS), and Organisational Commitment Scale (OCS).Findings/results: Significant relationships were found among psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education. Moderated analysis revealed predictive roles of gender, job level, and psychosocial career pre-occupation on organisational commitment, and illuminating sector dynamics.Practical implications: For human resource managers and practitioners in Ghana’s public higher education, this study offers insights to boost workforce commitment and engagement, which is vital for national progress.Originality/value: By validating essential elements of career self-management practices, this research extends career construction theory, enriching understanding and fostering professionals’ careers in higher education. It contributes to practical applications and scholarly knowledge by providing a deepening insight into organisational dynamics in this sector.

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Impact of organizational trust on organizational commitment: the moderating effect of national identity

Cited by 3 publications

References 106 publications

Employer Brand Attractiveness and Organizational Commitment: The Moderating Role of Organizational Support

Employer Brand Attractiveness and Organizational Commitment: The Moderating Role of Organizational Support

Influence of Grapevine Communication on Organizational Commitment and Sustainable Development Goals: A Study of Personality Traits and Commitment Types for Promoting Inclusive Work Environments

Psychological career pre-occupation and social connectedness in Ghanaian education staff’s career management

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