The dynamic role of rapport on satisfaction–commitment relationship

Fatima, Johra Kayeser; Mascio, Rita Di; Quazi, Ali; Johns, Raechel

doi:10.1108/ijbm-01-2020-0005

Cited by 14 publications

(18 citation statements)

References 71 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…As the online survey questionnaire was designed so participants needed to answer a question to go on to the next question, no missing values occurred in the data set. The partial least squares (PLS) method with SmartPLS 3 software (di Mascio and Fatima, 2018;Fatima et al, 2020) was used to analyse the data. The data set satisfied all the reliability and validity indicators, as summarised in Table 1.…”

Section: Data Analysis and Resultsmentioning

confidence: 99%

Demystifying employee co-creation: optimism and pro-social behaviour as moderators

Bangun

Fatima

Talukder

2023

JSTP

View full text Add to dashboard Cite

PurposeThe human side of the job demands–resources (JD-R) model was this study's focus, examining job resources' impact on employees' co-creation intention. It considered employee satisfaction, engagement (vigour, absorption and dedication) and self-construal affect as mediators, with optimism and employee pro-social behaviour as moderators.Design/methodology/approachIn total, 214 responses from a survey questionnaire among service employees in Indonesia and Singapore were analysed with the partial least squares (PLS) method. Moderation and mediation analyses used multi-group analyses and bootstrapping.FindingsMost job resource indicators were found to be significant antecedents of employee co-creation intention. Optimism and pro-social behaviour significantly moderated the relationships between job support, vigour and absorption. A partial mediation effect was evident in the employee satisfaction–engagement relationship. Employees' self-efficacy and self-construal affect had a higher influence on employee co-creation intention than satisfaction or engagement.Research limitations/implicationsThe study considered only job resource-based indicators of the JD-R model and not those based on job demands. The moderation effect in the optimism–pro-social behaviour relationship considered job support but not interpersonal relationships and job autonomy.Practical implicationsThe study's findings would assist practitioners to motivate employees' co-creation intention through job resources and the employees' self-assessed emotions, such as optimism, pro-social behaviour and self-construal affect.Originality/valueThis study relates the JD-R model's job resources to service employees' co-creation intention, considering self-assessed emotions as mediators, while applying optimism and pro-social behaviour as moderators.

show abstract

Section: Data Analysis and Resultsmentioning

confidence: 99%

Demystifying employee co-creation: optimism and pro-social behaviour as moderators

Bangun

Fatima

Talukder

2023

JSTP

View full text Add to dashboard Cite

show abstract

“…While many early studies on consumer products or services investigated the relationships among customer-service provider relationship, trust and commitment (Fatima et al, 2020), not much effort has been made specifically to understand how the customer-service provider relationship affects trust and commitment in the digital transformation context. Some studies highlighted the underlying relationships among trust, commitment and customer-service provider relationship (Petersen and Østergaard, 2018).…”

Section: Effects Of the Customer-service Provider Relationshipmentioning

confidence: 99%

“…Here, the dynamics of the customer-provider relationship have been captured in this study on team performance using social exchange theory (Blau, 1964). While there is much evidence in the existing literature about the customer-provider relationship positively assisting trust and commitment (Fatima et al, 2020;Coulter and Coulter, 2002;Lasrado et al, 2022), there is still a paucity of understanding the role of this relationship on team performance using trust and commitment as mediators in the digital transformation scenario. Literature is further limited as the nature of relationship-building in B2B contexts is a relatively contemporary (Lasrado et al, 2022), in particular using social exchange theory to explain team performance.…”

Section: Theoretical Contributionsmentioning

confidence: 99%

Antecedents of team alignment for team performance: length of relationship as a moderator

Jadhav

Fatima

Quazi

2023

JBIM

View full text Add to dashboard Cite

Purpose While scholarly attention has mainly focused on team-level or relational constructs for the success of team performance, understanding the inter-play between these two streams of research remains limited in digital transformation projects. Borrowing from social exchange theory, this study aims to explore the antecedents of team alignment leading to team performance with mediation effects of trust, commitment and customer–service provider relationship. The moderating role of relationship length was also examined. Design/methodology/approach Data was collected using a survey of 180 employees working on digital projects in B2B context, mostly in the Indo-Pacific region, specifically Singapore, Indonesia, Malaysia and India. Partial least squares method with multi-group analyses and bootstrapping method were used to analyze the data. Findings Findings show that customer control and team capability are the strongest antecedents of team alignment, and inter-play between the customer–provider relationship with team-level constructs is also significant. Relationship length has higher level of moderation impact on trust–team performance link compared to commitment–team performance relationship. Research limitations/implications The study considers moderation impact of relationship length on trust, commitment and team performance but not other constructs. Also, gender ratio is skewed in the data set. Practical implications Digital transformation practitioners need to be aware of relational constructs (not only team-level constructs) when designing successful long-term digitalization strategies for organizations. Originality/value This study is one of the first to document the inter-play between team alignment and relational constructs (such as trust, commitment, and customer–service provider relationship), with moderation impact of relationship length leading to team performance in digital transformation projects.

show abstract

“…Hackett et al (1994) said that satisfaction of employees was significantly connected with normative commitment. Although, there is an indirect effect of employees' satisfaction on normative commitment because it gives a feeling of ethical commitment in employees (Fatima et al 2020;Bansal et al 2004). Job satisfaction refers to the attitude of an employee toward expressing satisfaction with his own sentiments about the job in which he is involved, as opposed to his judgment point of view (Salman et al 2021).…”

Section: Employee Satisfaction and Firms' Affective Commitmentmentioning

confidence: 99%

Employee Satisfaction and Its’ Impact on Organizational Commitment: A Resource Based Approach

Faisal-E-Alam

Nahar²

2022

IJRTBT

View full text Add to dashboard Cite

Satisfaction of employees and commitment in Nationalized Commercial Banks (NCBs) is of highest concern due to the nature of organizations in Bangladesh. This study directed to assess the influence of employee satisfaction of work on three levels of firms’ commitment such as affective, continuance and normative commitment within NCBs in Bangladesh. The cross-sectional research design is followed in this investigation. Quantitative survey research was carried out and the sample of 100 employees filled up the questionnaire from four NCBs in Khulna City. The outcomes revealed that the employees’ satisfaction is completely related with Affective Commitment (AC). Furthermore, the Continuance Commitment (CC) of employees is significantly predicted by employee satisfaction at the workplace. Finally, the outcomes also show how the Normative Commitment (NC) of employees is positively impacted by their work satisfaction. Owing to research design, caution was taken in making the results’ generalization. The present study might be of interest and practice for banks in formulating strategic Human Resource Management Policies. Because it considers how managers or bosses, or experts understand their employees’ sense of attachment toward a particular organization. This study also highlighted the bank management practices’ nature and significance for the sustainability of the banking sector.

show abstract

The dynamic role of rapport on satisfaction–commitment relationship

Cited by 14 publications

References 71 publications

Demystifying employee co-creation: optimism and pro-social behaviour as moderators

Demystifying employee co-creation: optimism and pro-social behaviour as moderators

Antecedents of team alignment for team performance: length of relationship as a moderator

Employee Satisfaction and Its’ Impact on Organizational Commitment: A Resource Based Approach

Contact Info

Product

Resources

About