Search results for "Affective"
showing 10 items of 275 documents
The Psychological Science Accelerator’s COVID-19 rapid-response dataset
2023
Funder: Amazon Web Services (AWS) Imagine Grant
High commitment HR practices, the employment relationship and job performance: A test of a mediation model
2016
Abstract Purpose This study outlines and tests a high commitment model of human resource (HR) practices and its association with outcomes through a path including employee perceptions and attitudes, thereby seeking a new way of opening the so-called ‘black box’ between human resource management (HRM) and performance. Methodology Data were collected through a questionnaire survey with responses from 835 Spanish workers from three sectors (services, education and food manufacture). In order to test hypotheses, we conducted a path analysis. Findings High commitment HR practices were related to employee performance through the mediating effect of perceived organizational support, a fulfilled ps…
The double-edge sword effect of interorganizational trust on involvement in interorganizational networks: The mediator role of affective commitment
2020
Abstract Some organizations collaborate with other partner organizations to reach common goals, establishing interorganizational networks. The governance of the network is often enacted by an interorganizational governing team composed of the directors or top managers of the partner firms. This team plans, manages, and supervises the advancement of the network’s common goals. The success of the network depends, to a large extent, on the involvement of the members of the governing team. In this study, we tested a multilevel model of the antecedents of the involvement of governing team members in the management activities of interorganizational networks. We examined whether the relationship b…
Enhancing organisational commitment through task significance: the moderating role of openness to experience
2020
International audience; Researchers have extensively explored the factors influencing employees’ organisational commitment. However, few studies make an explicit distinction between different commitment types when exploring its determinants, and the scholarly attention to individual differences is also limited. In this paper, we confirm that developing managerial interventions to enhance task significance can be useful to promote organisational commitment, but this relationship is contingent on the commitment type and the employees’ openness to experience. We focus on two forms of organisational commitment: affective and continuance commitment. Our study shows that task significance is a be…
How can perceived consistency in marketing communications influence customer-brand relationship outcomes?
2020
Abstract This paper examines the impact of perceived consistency in marketing communications on customer–brand relationship outcomes. The perception of consistent message and image through different marketing communication tools is one of the basic principles of the integrated marketing communications (IMC) approach. Although literature suggests that IMC might have an influence on customer–brand relationship outcomes, empirical evidence that supports this assumption is still weak and inconclusive. Three main brand relationship outcomes are established for the purpose of the study, i.e. trust, commitment, and loyalty. The relationships between perceived communication consistency and brand ou…
The influence of age-based faultlines on team performance: Examining mediational paths
2021
Abstract In a sample of 60 branches of a bank, we examine the influence of age-based faultlines on team performance. Specifically, we propose a model with four mediational paths in the age-based faultline-team performance link. Using a time-lagged design with three data-collection points, we found that task conflict, team reflexivity, and negative team mood mediated the negative relationship between age-based faultline strength and team performance. The results reveal the value of examining different mediational paths to explain the negative impact of teams’ demographic faultlines on team performance, and the need to integrate both task-related and affective aspects of team work in order to…
The Visual Quality of Urban Park Scenes of Kowloon Park, Hong Kong: Likeability, Affective Appraisal, and Cross-Cultural Perspectives
2005
The urban park is a place where urbanites can escape from the stresses of everyday life. Using a set of fifteen photographs as visual stimuli, we attempted to identify those scenes that are liked by visitors to Kowloon Park, Hong Kong. The visual quality of an urban park scene is measured by its likeability, referring to the probability that the scene will evoke a strong and positive response among the users of the park. Because Hong Kong is an international metropolis, the respondent sample included both Hong Kong residents and tourists. The principal component analysis revealed the three underlying ‘dimensions’ of the appraisal aspects of the data: the ‘affective’ component, the ‘managem…
Understanding franchisee performance : The role of the franchisee’s autonomy, affective commitment to the network and innovativeness
2018
Purpose The purpose of this paper is to investigate the impact of participative franchising on performance from the franchisee perspective. In particular, the paper analyses the impact of the franchisee autonomy – in human resource management and marketing decisions – affective commitment to the network and network innovativeness on the franchisee relative performance. Design/methodology/approach A survey answered by 226 franchisees in France allowed to estimate a structural equations model through partial least squares regression analysis to test the hypothesised relations between autonomy, affective commitment, innovativeness and performance. Findings According to the authors’ findings, …
Organizational and Individual Values: Their Main and Combined Effects on Work Attitudes and Perceptions
1999
A survey was conducted using a convenient sample of employees (N = 999) from various industries to examine the main and combined effects of organizational and individual values on organizational commitment, perceived organizational support, and procedural justice. Moderated multiple regression analyses showed that employees' reactions were mainly explained by perceived organizational values and value preferences. In contrast, person-organization value fit and interaction effects were marginal. The implications of these findings are discussed.
Social comparisons at work as related to a cooperative social climate and to individual differences in social comparison orientation
2005
This study examined the frequency of social comparisons in a work setting, and the feelings that these comparisons evoked. These processes were related to individual differences in social comparison orientation, and to the perception of a cooperative social climate at work. The participants were 216 physicians from various health centers in the Community of Valencia in Spain. In general, upward comparisons occurred more often, and elicited more positive and less negative affect than downward comparisons. Those high in social comparison orientation reported relatively more upward as well as downward comparisons, more positive affect after downward comparisons, and more negative affect after …