• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.21-30
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• 2021

Purpose -The purpose of this paper is to advance the understanding of affective commitment in employees of Korean companies' subsidiaries in Mexico. Specifically, we study the moderating effects of cultural orientation on the relationship between perceived corporate social responsibility (CSR) and affective commitment among these Mexican employees. Research design and methodology - This study was designed to explore the impact of perceived CSR on affective commitment and the moderating roles of collectivism and power distance on the employer-employee relationship. We applied hierarchical regression to survey data collected from 296 employees working for Korean company subsidiaries in Mexico to examine the proposed hypotheses. Results - The results show a significant positive effect from perceived CSR on affective commitment. In addition, this study confirms a positive moderating effect from collectivism and a negative moderating impact from power distance on the relationship between perceived CSR and affective commitment. Conclusions - Drawing upon social identity theory, this study found that Mexican employees' perceptions of their company's CSR and their own cultural value orientations influence affective commitment to the organization. This study extends the understanding of perceived CSR and affective commitment, and particularly demonstrates that the relationship between perceived CSR and affective commitment is influenced by employee collectivistic and power distance orientation.

• Journal of Distribution Science
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• v.15 no.2
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• pp.91-100
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• 2017

Purpose - Domestic franchise market has been grown steadily, reaching 50 trillion won in sales and 3,360 franchise headquarters in 2014. A franchise system is an effective business system for the franchisees to lower the failure rate due to the fact that the inexperienced entrepreneurs are supported by their headquarters through the franchisee contract. However, there are also conflicts between franchiser and franchisee behind the quantitative growth of domestic franchise industry. Therefore, it is very important to structure the causes of conflicts and to examine the effect of factors on the relationship commitment and performances. Research design, data, and methodology - In this study, the author divides the composite incompatibility between the franchise and the franchisee into goal incongruity, domain dissensus, and perceptual differences, and examines each dimension to the relationship with commitment and performances. To verify the proposed research model and test hypotheses, the author selected 200 franchise responses in food and beverage industry. The data were analyzed using SPSS 18.0 and AMOS structural equation modeling program. Results - The empirical findings provide goal incongruity and perceptual differences have a negative effect on the affective commitment, but not the calculative commitment. In addition, affective commitment and calculative commitment are found to have a positive effect on re-contractual intention and extended brand shop running intention, respectively. Affective commitment have a stronger effect on re-contractual intention than calculative commitment. Conclusions - First of all, the fact that goal incongruity and perceptual differences negatively affect the affective commitment, but it does not affect the calculative commitment. It means the relationship commitment in distribution channel are multi-dimensional concept that may be attributed to emotional or affective dimensions but may exist in terms of necessity or power-dependence. Second, the level of relationship commitment such as affective and calculative commitment to franchise headquarters positively affects the re-contractual intention and franchiser's extend brand shop running intention suggest that franchiser should encourage and support existing franchisee's commitment. Third, the fact that affective commitment has a greater effect on relationship performance than calculative commitment means to induce franchisee's affective commitment and to prevent the inconsistency between goals and perceptual differences.

• Korean Journal of Social Welfare
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• v.64 no.3
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• pp.101-126
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• 2012

The purpose of this study was to examine the influence of person-job fit on organizational deviance and mediating effects of job satisfaction and organizational commitment(affective commitment and continuance commitment) on this relationship. Data were collected from 533 employees who were working in social welfare organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and job satisfaction or organizational commitment(affective commitment and continuance commitment). Also, there were significantly positive relationships between job satisfaction and affective commitment or continuance commitment. In addition, job satisfaction and affective commitment were negatively related to organizational deviance, and job satisfaction is more strongly related to organizational deviance than affective commitment. It was found that job satisfaction partially mediated the relationship between person-job fit and organizational commitment(affective commitment and continuance commitment) and affective commitment partially mediated the relationship between job satisfaction and organizational deviance. It was found that the person-job fit indirectly impacts organizational deviance though job satisfaction and affective commitment. Based on these results, the implication of this study and future research tasks were discussed.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.5
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• pp.553-561
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• 2016

Purpose: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. Methods: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. Conclusion: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.401-411
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• 2020

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

• Knowledge Management Research
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• v.17 no.1
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• pp.91-111
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• 2016

This study empirically investigated the relationships between servant leadership and key variables (knowledge sharing and individual creativity), and the mediating effect of affective commitment with the survey of 213 Korean employees. Based on the sample of 213 employees, the empirical results are as followings; (1) Servant leadership is positively related to affective commitment, knowledge sharing, and creativity. (2) Affective commitment partially mediates the relationship between servant leadership and knowledge sharing. (3) Affective commitment partially mediates the relationship between servant leadership and creativity. In conclusion, this study confirmed that the servant leader and members with the affective commitment may be best qualified for knowledge sharing and creative performance. When employees recognize that their managers follow the characteristics of servant leadership, then the employees are more likely to absorb in their task, which increases creative performance and knowledge accumulation. Based on the results, this study suggests an ample implication for leaders in any organization to boost their relationships with followers and to enhance their knowledge sharing and creative idea for the growth of organization.

• Korean Journal of Childcare and Education
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• v.19 no.5
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• pp.1-20
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• 2023

Objective: The purpose of the present study was to examine the associations between affective commitment, social support, and life satisfaction among child care teachers. Methods: One hundred fifty-four child care teachers in the metropolitan area of Seoul completed a questionnaire on affective commitment, social support, and life satisfaction. Descriptive statistics, correlation analyses, hierarchical multiple regression analyses using the bootstrapping method were conducted. Results: The results showed that affective commitment predicted increased life satisfaction. The results also revealed significant moderation effects of social support on the relationship between affective commitment and life satisfaction. Further analyses revealed significant moderation effects of support from directors and colleagues on the relationship. Conclusion/Implications: The findings highlight the importance of affective commitment in enhancing life satisfaction among child care teachers. The positive association is more pronounced among child care teachers who perceive social support, highlighting the supportive roles of directors and colleagues in enhancing life satisfaction among child care teachers.

• Fashion, Industry and Education
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• v.14 no.1
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• pp.31-39
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• 2016

With the emergence of online communities, the role of online communities in establishing brand equity has been greatly emphasized. In order to enhance our understanding of commitment in online brand communities, the present study attempts to investigate how three dimensions of community commitment (continuance, affective, and normative commitment) influence each component of brand equity (brand awareness, brand association, perceived quality, and brand loyalty) in the context of company-initiated online brand community. An online survey was conducted with a sample of online brand community members. The results found differential impacts of three types of community commitment on brand equity components, emphasizing the role of continuance and affective commitment. Continuance community commitment positively influenced brand awareness and brand association. Affective community commitment positively affected perceived quality, while among the three, only continuance and affective community commitment influenced the enhancement of brand loyalty. The results suggest that brand marketers need to focus on continuance and affective commitment factors in their online communities to effectively enhance brand equity possessed by consumers. Theoretical and managerial implications are provided.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.625-633
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• 2021

The study aims to explore the empirical effect of social intelligence, integrity, self-efficacy, and affective commitment on job satisfaction, and also to prove the theoretical model regarding affective commitment as a mediator between social intelligence, integrity, self-efficacy, and job satisfaction. This research uses a quantitative approach to the survey method through a Likert scale model questionnaire. The questionnaire for all research variables is reliable with an alpha coefficient > 0.7. The research participants are comprised of 386 teachers in Indonesia selected by accidental sampling. Data analysis uses path analysis supported by descriptive statistics and correlational matrices. The research results indicate that social intelligence, integrity, self-efficacy, and affective commitment have a significant effect on job satisfaction. Besides, affective commitment also indirectly mediates the effect of social intelligence, integrity, and self-efficacy on job satisfaction. Thus, a new model regarding the effect of social intelligence, integrity, and self-efficacy on job satisfaction mediating by affective commitment was confirmed. The research suggested that the teachers' job satisfaction can improve through social intelligence, integrity, self-efficacy, and affective commitment. Therefore, researchers and practitioners can adopt a new empirical model to enhance job satisfaction through social intelligence, integrity, self-efficacy, and affective commitment in the future.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.401-410
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• 2021

The study tests resilience and work ethics as mediators between charismatic leadership and affective commitment to change. Many organizations, such as banking, insurance companies, and financial institutions, face strong competition and consequently need to effect considerable change within the organization. Many variables have a significant impact on the success of organizational change, and people (resilience and work ethics) as well as change leaders are primary variables in this research. This study, using structural equation modeling, was conducted on a sample of 355 employees from banking and insurance companies. In this study, the inventory of affective commitment to change, the Conger-Kanungo charismatic leadership scale, resilience, and work ethic inventory was used. The results showed that resilience is a partial mediator between charismatic leadership and affective commitment to change. Meanwhile, work ethic was not a mediator between the two variables. The results showed that charismatic leadership can have a direct, positive, and significant impact on affective commitment to change without mediators, and that resilience can act as partial mediator. Furthermore, work ethic had a significant and positive effect on affective commitment to change through resilience. In other words, resilience is a full mediator for the impact of work ethic on affective commitment to change.