The effects of compassion experienced by SME employees on affective commitment: Double-mediation of authenticity and positive emotion

Ko, Stacy Y.; Choi, Young Sang

doi:10.5267/j.msl.2019.11.022

Cited by 13 publications

(13 citation statements)

References 32 publications

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“…That is, as suggested by Ko & Choi [28] if SME employees experience act of caring in response to the suffering of others, they would feel authenticity and form positive emotions with other employees and thereby make a stronger affective commitment to the organization itself.…”

Section: Organisational Welfare In Smesmentioning

confidence: 93%

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Organisational Welfare in Italian SMEs: The Process of Valorising Human Resources

2020

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Organisational welfare is a complex private system that offers advantages to a company and its employees. However, when occupational welfare is largely implemented as an “economic” strategy, there is a high probability that it would not necessarily be capable of guaranteeing a profit. The risks and possibilities associated with the implementation of a welfare programme incur further challenges if applied to the context of SMEs. Thus, SMEs are organisational realities characterised by specific emotional and relational dynamics. As such, welfare in these realities takes on deep value and significance and so it potentially impacts processes of valorising human resources. With our study, we analysed welfare practices and representations within specific organisational realities (SMEs) in order to understand how welfare could impact organisational processes of valorising human resources. Based on our results, we realised that welfare can be seen as a sort of magnifying glass that allowed for the detection of the themes that led the organisations to reflect on their rooted values and identities. We suggest that SMEs should think about welfare as a process rather than a product, strengthening their awareness of factors, dynamics and processes that define the complexity of the quality of life in organisations.

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Section: Organisational Welfare In Smesmentioning

confidence: 93%

“…Due to the limited number and "proximity" between top management and human resources, SMEs are organisational realities characterised by specific emotional and relational dynamics [23,28]. Thus, the mutual bond is stronger and more personal.…”

Section: Organisational Welfare In Smesmentioning

confidence: 99%

Organisational Welfare in Italian SMEs: The Process of Valorising Human Resources

2020

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“…ST-Hilaire, and de la Robertie (2018) revealed the positive link of affective commitment with job challenges, workload and internal motivation to remain on the job. Employees create positive feelings and stronger affective commitment towards their organization (Ko & Choi, 2020), when they perceive compassionate behaviours from other members of the organizations. Individuals who view their work as meaningful appear to recognize pleasant job experience and greater affective commitment (Jiang, & Johnson, 2018).…”

Section: Prosocial Motivation and Affective Commitmentmentioning

confidence: 99%

The Impact of Perceived Organizational Support and Proactive Personality on Affective Commitment: Mediating Role of Prosocial Motivation

Ullah

Elahi

Abid

et al. 2020

Business, Management and Education

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Purpose – The main objective of this study is to examine the effect of perceived organizational support and proactive personality on prosocial motivation. Furthermore, it looks upon the influence of prosocial motivation on affective commitment. The indirect effect of perceived organizational support and proactive personality on affective commitment through prosocial motivation is also examined. Research methodology – The self-administered survey questionnaires are utilised for collecting the data from the service sector employees. Data were analyzed by using Process Macros on an actual sample of 221. Findings – Results indicate that perceived organizational support and proactive personality are the drivers of prosocial motivation. Likewise, prosocial motivation is positively associated with affective commitment. Besides, the indirect effect of perceived organizational support and proactive personality on affective commitment through prosocial motivation is significant. Research limitations – This study is conducted in the specific culture and the organizational context of Pakistan (Lahore). Data of all study variables are collected from the employees (single source) and at one point in time. Practical implications – The study findings suggested that organizations should always provide support to their employees that encourage them to show more desire to help their colleagues in the working environment and fosters their commitment towards their organization. Originality/Value – It is the first study that examines the indirect impact of POS and proactive personality on affective commitment via prosocial motivation.

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“…Prior research explains that compassion at work creates many beneficial outcomes for employees [30], i.e., collective self-esteem, work-related identity [33], sense of work engagement, organizational citizenship behavior, service-oriented performance, knowledge sharing, and lower burnout [34]. However, the influence of compassion on the employee affective commitment was empirically examined by few studies [29,30,35]. Therefore, our study aims to explore how experiencing compassion influenced the attitude or behavior of employees, i.e., affective commitment in the organizational setting.…”

Section: Introductionmentioning

confidence: 99%

“…Grounded upon conservation of resources (COR) theory; [38] compassion helps people to deal effectively with psychological or physiological stress [39] by providing social support, moral support, money, time, and gifts in times of suffering. When employees experienced compassion, in the workplace, they feel like they are respected which encourages them to form a positive image of the organization and stay committed with organization [35,40], that enable them to raise their voice. The COR perspective [38] maintains that social support (e.g., understanding by employers) helps in increasing and maintaining resources, thus protecting individuals from losing any resources.…”

Section: Introductionmentioning

confidence: 99%

Impact of Compassion on Voice Behavior: A Moderated Mediation Model

Nisar

Abid

Elahi

et al. 2020

Journal of Open Innovation: Technology, Market, and Complexity

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Employee voice is a constructive and change-oriented communication that aims to improve a situation. In line with conservation of resource theory, our research proposed a moderated mediation model by examining the indirect effect of compassion on voice behavior through the mediating effect of affective commitment, and also examined the conditional effect of managerial support in the mediated relationship of compassion and voice behavior. Data were obtained from employees and their immediate supervisor in the public sector in three times at regular intervals of one week within a 2-month span of time. By using PROCESS macro on an actual sample of employees (300) and supervisors (19), our study found that compassion is positively associated with affective commitment that, in turn, is positively associated with voice behavior. Our study also found that affective commitment mediates the relationship between compassion and voice behavior. Furthermore, managerial support negatively moderates the relationship between affective commitment and voice behavior as well as mediating effect of affective commitment between compassion and voice behavior. The study finding adds to the deeper understanding of the pivotal construct, i.e., voice behavior. In addition to recommendations for more empirical research on voice behavior, theoretical and practical implications are given.

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The effects of compassion experienced by SME employees on affective commitment: Double-mediation of authenticity and positive emotion

Cited by 13 publications

References 32 publications

Organisational Welfare in Italian SMEs: The Process of Valorising Human Resources

Organisational Welfare in Italian SMEs: The Process of Valorising Human Resources

The Impact of Perceived Organizational Support and Proactive Personality on Affective Commitment: Mediating Role of Prosocial Motivation

Impact of Compassion on Voice Behavior: A Moderated Mediation Model

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