Synchronous and longitudinal effects of employee commitment on intellectual, social and affective engagement
The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the la...
Ausführliche Beschreibung
Autor*in: |
Husam Mahmmud Jamil Abu-Hamour [verfasserIn] |
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Format: |
E-Artikel |
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Sprache: |
Englisch |
Erschienen: |
2018 |
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Schlagwörter: |
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Übergeordnetes Werk: |
In: Business: Theory and Practice - Vilnius Gediminas Technical University, 2014, 19(2018) |
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Übergeordnetes Werk: |
volume:19 ; year:2018 |
Links: |
Link aufrufen |
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DOI / URN: |
10.3846/btp.2018.07 |
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Katalog-ID: |
DOAJ023884401 |
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10.3846/btp.2018.07 doi (DE-627)DOAJ023884401 (DE-599)DOAJ9669725d3eee428fbf400093ba1be2ef DE-627 ger DE-627 rakwb eng HF5001-6182 Husam Mahmmud Jamil Abu-Hamour verfasserin aut Synchronous and longitudinal effects of employee commitment on intellectual, social and affective engagement 2018 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the latter is assessed by intellectual, social and affective dimensions of employee engagement suggested by Soane et al. (2012). The rationale behind conducting this research is twofold. First, to fill the gap resulted from paucity of research conducted to examine the effects of employee commitment on employee engagement. Second, to overcome the most common limitation cited in many prior studies, namely the cross-sectional research design by performing a longitudinal research. The questionnaire used in this research is built by adopting items form prior literature. Then, it was administered over a two-time period to employees working in a large Jordanian hospitality setting located in Amman, the capital of Jordan. Two waves of data collection process have been achieved with a lag time of 12 months, that is, from August 2016 to August 2017. The number of returned questionnaires in the first measurement period is 487 (97.4%), while the number of returned questionnaires in the second measurement period is 473 (94.6%). The research hypotheses focus on the presence of synchronous or longitudinal effects of employee commitment, as well as intellectual, social, and affective dimensions of employee engagement. The results indicate that employee commitment significantly as well as simultaneously affects employees’ intellectual engagement, while significantly and longitudinally affects their social and affective engagement. These findings contribute to the organizational behavior literature by showing that employee commitment does not only enhance employees’ immediate absorption in methods that could be used to improve the work, but also it builds up strong relationships among them and with their organization’s values and environment. Additionally, it boosts their emotional attachment to job tasks over time. Therefore, it is recommended that academic researchers along with practitioners should look at changes in employee attitudes that might occur in the future. employee commitment intellectual engagement social engagement affective engagement Business In Business: Theory and Practice Vilnius Gediminas Technical University, 2014 19(2018) (DE-627)556731158 (DE-600)2404327-8 18224202 nnns volume:19 year:2018 https://doi.org/10.3846/btp.2018.07 kostenfrei https://doaj.org/article/9669725d3eee428fbf400093ba1be2ef kostenfrei https://journals.vgtu.lt/index.php/BTP/article/view/7880 kostenfrei https://doaj.org/toc/1648-0627 Journal toc kostenfrei https://doaj.org/toc/1822-4202 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_26 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2129 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 19 2018 |
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10.3846/btp.2018.07 doi (DE-627)DOAJ023884401 (DE-599)DOAJ9669725d3eee428fbf400093ba1be2ef DE-627 ger DE-627 rakwb eng HF5001-6182 Husam Mahmmud Jamil Abu-Hamour verfasserin aut Synchronous and longitudinal effects of employee commitment on intellectual, social and affective engagement 2018 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the latter is assessed by intellectual, social and affective dimensions of employee engagement suggested by Soane et al. (2012). The rationale behind conducting this research is twofold. First, to fill the gap resulted from paucity of research conducted to examine the effects of employee commitment on employee engagement. Second, to overcome the most common limitation cited in many prior studies, namely the cross-sectional research design by performing a longitudinal research. The questionnaire used in this research is built by adopting items form prior literature. Then, it was administered over a two-time period to employees working in a large Jordanian hospitality setting located in Amman, the capital of Jordan. Two waves of data collection process have been achieved with a lag time of 12 months, that is, from August 2016 to August 2017. The number of returned questionnaires in the first measurement period is 487 (97.4%), while the number of returned questionnaires in the second measurement period is 473 (94.6%). The research hypotheses focus on the presence of synchronous or longitudinal effects of employee commitment, as well as intellectual, social, and affective dimensions of employee engagement. The results indicate that employee commitment significantly as well as simultaneously affects employees’ intellectual engagement, while significantly and longitudinally affects their social and affective engagement. These findings contribute to the organizational behavior literature by showing that employee commitment does not only enhance employees’ immediate absorption in methods that could be used to improve the work, but also it builds up strong relationships among them and with their organization’s values and environment. Additionally, it boosts their emotional attachment to job tasks over time. Therefore, it is recommended that academic researchers along with practitioners should look at changes in employee attitudes that might occur in the future. employee commitment intellectual engagement social engagement affective engagement Business In Business: Theory and Practice Vilnius Gediminas Technical University, 2014 19(2018) (DE-627)556731158 (DE-600)2404327-8 18224202 nnns volume:19 year:2018 https://doi.org/10.3846/btp.2018.07 kostenfrei https://doaj.org/article/9669725d3eee428fbf400093ba1be2ef kostenfrei https://journals.vgtu.lt/index.php/BTP/article/view/7880 kostenfrei https://doaj.org/toc/1648-0627 Journal toc kostenfrei https://doaj.org/toc/1822-4202 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_26 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2129 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 19 2018 |
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10.3846/btp.2018.07 doi (DE-627)DOAJ023884401 (DE-599)DOAJ9669725d3eee428fbf400093ba1be2ef DE-627 ger DE-627 rakwb eng HF5001-6182 Husam Mahmmud Jamil Abu-Hamour verfasserin aut Synchronous and longitudinal effects of employee commitment on intellectual, social and affective engagement 2018 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the latter is assessed by intellectual, social and affective dimensions of employee engagement suggested by Soane et al. (2012). The rationale behind conducting this research is twofold. First, to fill the gap resulted from paucity of research conducted to examine the effects of employee commitment on employee engagement. Second, to overcome the most common limitation cited in many prior studies, namely the cross-sectional research design by performing a longitudinal research. The questionnaire used in this research is built by adopting items form prior literature. Then, it was administered over a two-time period to employees working in a large Jordanian hospitality setting located in Amman, the capital of Jordan. Two waves of data collection process have been achieved with a lag time of 12 months, that is, from August 2016 to August 2017. The number of returned questionnaires in the first measurement period is 487 (97.4%), while the number of returned questionnaires in the second measurement period is 473 (94.6%). The research hypotheses focus on the presence of synchronous or longitudinal effects of employee commitment, as well as intellectual, social, and affective dimensions of employee engagement. The results indicate that employee commitment significantly as well as simultaneously affects employees’ intellectual engagement, while significantly and longitudinally affects their social and affective engagement. These findings contribute to the organizational behavior literature by showing that employee commitment does not only enhance employees’ immediate absorption in methods that could be used to improve the work, but also it builds up strong relationships among them and with their organization’s values and environment. Additionally, it boosts their emotional attachment to job tasks over time. Therefore, it is recommended that academic researchers along with practitioners should look at changes in employee attitudes that might occur in the future. employee commitment intellectual engagement social engagement affective engagement Business In Business: Theory and Practice Vilnius Gediminas Technical University, 2014 19(2018) (DE-627)556731158 (DE-600)2404327-8 18224202 nnns volume:19 year:2018 https://doi.org/10.3846/btp.2018.07 kostenfrei https://doaj.org/article/9669725d3eee428fbf400093ba1be2ef kostenfrei https://journals.vgtu.lt/index.php/BTP/article/view/7880 kostenfrei https://doaj.org/toc/1648-0627 Journal toc kostenfrei https://doaj.org/toc/1822-4202 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ GBV_ILN_11 GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_26 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_70 GBV_ILN_73 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_152 GBV_ILN_161 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_370 GBV_ILN_374 GBV_ILN_602 GBV_ILN_2003 GBV_ILN_2006 GBV_ILN_2009 GBV_ILN_2010 GBV_ILN_2014 GBV_ILN_2020 GBV_ILN_2021 GBV_ILN_2027 GBV_ILN_2034 GBV_ILN_2055 GBV_ILN_2108 GBV_ILN_2111 GBV_ILN_2129 GBV_ILN_2863 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4046 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4326 GBV_ILN_4335 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 19 2018 |
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Synchronous and longitudinal effects of employee commitment on intellectual, social and affective engagement |
abstract |
The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the latter is assessed by intellectual, social and affective dimensions of employee engagement suggested by Soane et al. (2012). The rationale behind conducting this research is twofold. First, to fill the gap resulted from paucity of research conducted to examine the effects of employee commitment on employee engagement. Second, to overcome the most common limitation cited in many prior studies, namely the cross-sectional research design by performing a longitudinal research. The questionnaire used in this research is built by adopting items form prior literature. Then, it was administered over a two-time period to employees working in a large Jordanian hospitality setting located in Amman, the capital of Jordan. Two waves of data collection process have been achieved with a lag time of 12 months, that is, from August 2016 to August 2017. The number of returned questionnaires in the first measurement period is 487 (97.4%), while the number of returned questionnaires in the second measurement period is 473 (94.6%). The research hypotheses focus on the presence of synchronous or longitudinal effects of employee commitment, as well as intellectual, social, and affective dimensions of employee engagement. The results indicate that employee commitment significantly as well as simultaneously affects employees’ intellectual engagement, while significantly and longitudinally affects their social and affective engagement. These findings contribute to the organizational behavior literature by showing that employee commitment does not only enhance employees’ immediate absorption in methods that could be used to improve the work, but also it builds up strong relationships among them and with their organization’s values and environment. Additionally, it boosts their emotional attachment to job tasks over time. Therefore, it is recommended that academic researchers along with practitioners should look at changes in employee attitudes that might occur in the future. |
abstractGer |
The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the latter is assessed by intellectual, social and affective dimensions of employee engagement suggested by Soane et al. (2012). The rationale behind conducting this research is twofold. First, to fill the gap resulted from paucity of research conducted to examine the effects of employee commitment on employee engagement. Second, to overcome the most common limitation cited in many prior studies, namely the cross-sectional research design by performing a longitudinal research. The questionnaire used in this research is built by adopting items form prior literature. Then, it was administered over a two-time period to employees working in a large Jordanian hospitality setting located in Amman, the capital of Jordan. Two waves of data collection process have been achieved with a lag time of 12 months, that is, from August 2016 to August 2017. The number of returned questionnaires in the first measurement period is 487 (97.4%), while the number of returned questionnaires in the second measurement period is 473 (94.6%). The research hypotheses focus on the presence of synchronous or longitudinal effects of employee commitment, as well as intellectual, social, and affective dimensions of employee engagement. The results indicate that employee commitment significantly as well as simultaneously affects employees’ intellectual engagement, while significantly and longitudinally affects their social and affective engagement. These findings contribute to the organizational behavior literature by showing that employee commitment does not only enhance employees’ immediate absorption in methods that could be used to improve the work, but also it builds up strong relationships among them and with their organization’s values and environment. Additionally, it boosts their emotional attachment to job tasks over time. Therefore, it is recommended that academic researchers along with practitioners should look at changes in employee attitudes that might occur in the future. |
abstract_unstemmed |
The aim of this research is to examine if there are any synchronous or longitudinal effects of employee commitment on employee engagement. The former is measured as a whole construct using affective, continuous and normative dimensions of commitment introduced by Allen and Mayer (1990), while the latter is assessed by intellectual, social and affective dimensions of employee engagement suggested by Soane et al. (2012). The rationale behind conducting this research is twofold. First, to fill the gap resulted from paucity of research conducted to examine the effects of employee commitment on employee engagement. Second, to overcome the most common limitation cited in many prior studies, namely the cross-sectional research design by performing a longitudinal research. The questionnaire used in this research is built by adopting items form prior literature. Then, it was administered over a two-time period to employees working in a large Jordanian hospitality setting located in Amman, the capital of Jordan. Two waves of data collection process have been achieved with a lag time of 12 months, that is, from August 2016 to August 2017. The number of returned questionnaires in the first measurement period is 487 (97.4%), while the number of returned questionnaires in the second measurement period is 473 (94.6%). The research hypotheses focus on the presence of synchronous or longitudinal effects of employee commitment, as well as intellectual, social, and affective dimensions of employee engagement. The results indicate that employee commitment significantly as well as simultaneously affects employees’ intellectual engagement, while significantly and longitudinally affects their social and affective engagement. These findings contribute to the organizational behavior literature by showing that employee commitment does not only enhance employees’ immediate absorption in methods that could be used to improve the work, but also it builds up strong relationships among them and with their organization’s values and environment. Additionally, it boosts their emotional attachment to job tasks over time. Therefore, it is recommended that academic researchers along with practitioners should look at changes in employee attitudes that might occur in the future. |
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title_short |
Synchronous and longitudinal effects of employee commitment on intellectual, social and affective engagement |
url |
https://doi.org/10.3846/btp.2018.07 https://doaj.org/article/9669725d3eee428fbf400093ba1be2ef https://journals.vgtu.lt/index.php/BTP/article/view/7880 https://doaj.org/toc/1648-0627 https://doaj.org/toc/1822-4202 |
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doi_str |
10.3846/btp.2018.07 |
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up_date |
2024-07-03T20:00:18.781Z |
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