A positive relationship between employee engagement and affective commitment is already documented in the literature. However, we do not adequately know how engagement is associated with continuance and normative commitment. Using survey methodology we find that while engagement has a non-significant positive association with continuance commitment, it has a positive association with normative ...

Based on the theoretical lens of multiple commitments and prior research on electronic word-ofmouth (eWOM), this study develops a research model to investigate the antecedents of users’ continuance intention to contribute eWOM in online opinion platforms. Specially, this study investigates the mediating roles of multiple commitments namely, affective commitment, calculative commitment and norma...

Many normative judgments play a practical role in our thought. This paper concerns how their is reflected language. It natural to wonder whether the phenomenon semantic or pragmatic. The standard assumption moral philosophy that at least terms which can be used express “thin” concepts – such as good, right, and ought are associated with certain roles somehow matter of meaning. But this view rar...

A study investigated how normative commitment leads to employee in a South African University. The literature review was conducted on the concepts of commitment, and university setting. An explanatory research design adopted together with deductive approach. Quantitative methodological chosen determine common characteristics respondents, survey by means questionnaire used collect data, while de...

Motivation as a psychological factor can affect the mental health of employees and consequently the health of work place. It has been recently concerned in the social science literature. The present study aimed to assess the mediating effect of job satisfaction on the relation of motivation, perceived support and training to perceived commitment. The data study analyzed in the structural equati...

This paper proposes that role stressors decrease helping behavior by undermining employees' normative commitment from a cognitive dissonance perspective and social exchange theory. We also propose two competitive assumptions of the moderating effect of perceived organizational support (POS). In this paper, we first examine these hypotheses in Study 1 and then verify the cognitive dissonance per...