Search results for "Commit"

Work–life balance and firms: A matter of women?

2016

Abstract The work–life balance (WLB) literature reports a positive relationship between the presence of female workers in firms and the implementation of WLB measures. Examining these findings from an alternative methodological perspective, this study adopts a fuzzy-set approach to analyze empirical data from 87 Spanish SMEs. The study's main finding is that the presence of women does not determine the level of implementation of WLB policies. Conversely, the absence of women does seem to determine the absence of such policies. Likewise, the absence of organizational commitment to WLB leads to the absence of WLB policies.

Organizational design as a learning enabler: A fuzzy-set approach

2016

Abstract In the literature on organizational learning, very few empirical studies attempt to show how organizational design can enable or hinder learning in organizations. This study uses a fuzzy-set technique (fuzzy-set qualitative comparative analysis: fsQCA) as an initial approach to analyzing different design variables and how they affect organizational learning. The results prove that the mechanical structures are suitable for organizational learning, especially in large companies. Furthermore, qualified workers should have autonomy to learn.

Continuous mobile banking usage and relationship commitment – A multi-country assessment

2015

Although conducting banking transactions via mobile phones, smart phones and tablets has become popular in many countries, major gaps exist in our understanding of those who use this technology, particularly how experienced users perceive mobile banking. Drawing from the literature on mobile banking adoption, continuous usage behavior and post-adoption of technology behavior, the authors shed light on the nature of experienced mobile banking users’ relationship commitment (RC) with their bank and personal finances. The study reveals changes in commitment and shows that mobile banking offers substantial added value to users. Overall, this research will help managers better understand the imp…

The influence of purchase-related risk perceptions on relationship commitment

2015

Purpose – Perceived risk is an intrinsic element of all organizational decision making and business relationships. It is closely interconnected with relationship commitment and strongly affects the buying decisions. Therefore, the organizations that best understand the risks perceived by their customers and hold the means that allow the customers to accommodate these risks, possess a significant competitive edge. The paper aims to discuss these issues. Design/methodology/approach – This research surveys 165 companies on purchase-related risk perceptions and tests the effects of three risk dimensions on relations commitment, and the effectiveness of procedural control on managing these risk…

Can goal setting and performance feedback enhance organizational citizenship behavior?

2008

The Evolution of Loyalty Intentions

2006

The drivers of customer loyalty intentions are dynamic. What remains unclear is how these intentions evolve through the introduction and growth phases of a life cycle. Using a longitudinal study of cellular phone customers, the authors demonstrate that loyalty intentions are a function of perceived value early in the life cycle. Over time, more affective attitudes toward the brand and the relationship with the company come to mediate the effects of value on intentions. The results suggest that from the introduction to the growth stage of a life cycle, managers must adapt from improving value per se to measuring and managing relationships and brands directly.

Internal employability as a strategy for key employee retention

2014

Las economías alrededor del mundo, en especial en países delsur de Europa, están sufriendo los paralizantes efectos de la extremadamentecompleja crisis económica y financiera. Este estudio examina el impactode ciertas políticas de recursos humanos enfocadas a incrementarla empleabilidad interna como un medio para retener a los empleados valiososy para promover la flexibilidad laboral dentro de la empresa, asícomo para incrementar las actitudes positivas hacia la ciudadanía organizacional.Se proponen la satisfacción y el compromiso como variables queintermedian la relación entre la empleabilidad interna percibida y la intenciónde abandonar la empresa y sobre el desarrollo de comportamientode…

Mind Your Space! Desk Sharing Working Environments and Employee Commitment in Austria

2019

This paper empirically examines the influence of desk sharing on the various forms of employee commitment. Previous literature has examined the influence of innovative workspace on employee satisfaction as well as the possible the benefits and disadvantages of desk sharing, but not the influence desk sharing may have on employee commitment. Our study examines the level of commitment in organisations that apply desk sharing compared to those with traditional office settings, finding that desk sharing does not necessarily have a negative influence on commitment. Indeed, desk sharing employees show higher level of affective commitment when applied moderately. However, a radical application of …

Palazzo Abatellis, Matteo Carnilivari e i suoi collaboratori

2015

Il contributo esamina l'attività dell'architetto Matteo Carnelivari e quella dei suoi collaboratori nella Sicilia di fine Quattrocento. Sullo sfondo del cantiere di palazzo Abatellis e con l'ausilio della documentazione, la ricerca indaga la figura di Carnilivari, la sua formazione, le relazioni con la committenza e con i collaboratori locali e stranieri, i modelli desunti dall'architettura spagnola del XV secolo.

How high-commitment HRM relates to PC violation and outcomes: The mediating role of supervisor support and PC fulfilment at individual and organizati…

2020

Abstract Psychological contract (PC) constitutes a theoretical framework for; explaining labor relationships, and it has been considered as a; mediation step between structural variables and processes and work and; organizational outcomes. Whereas PC (un)fulfillment; showed consistent relationships with variables such as job satisfaction, organizational commitment, performance, or absenteeism, the effects of PC; violation (emotional answers that develop after perceptions of PC; breach) have been less investigated. In addition, structural antecedents; of PC constructs had included Human Resources (HR) practices. This paper aims to extend; research on PC and its role as a mediator between HR …