Antecedents of Affective Commitment of Human Resource Management Practitioners Attending a Professional Body Convention
Keywords:
Affective events theory, antecedents, affective commitment, human resource management practitioners, professional body
Abstract
In this paper, affective events theory (AET) is used to develop a model that can be used by organizations to enhance propitious work conditions that will encourage human resource management (HRM) practitioners to be affectively committed to their organizations. AET states that there are certain antecedents (i.e. distributive justice, job-related well-being, and employee engagement) that positively correlate with job satisfaction. According to AET, positive emotions have a positive indirect correlation between antecedents and job satisfaction. AET states that job satisfaction positively relates to affective commitment. The research design was cross-sectional and correlational, and the sample size was (n=205).From the 300 questionnaires distributed to HRM practitioners, the response rate was 68.33%. The main finding is that respondents rated the positive emotions items below the mean, and there was a significant positive relationship between distributive justice and job satisfaction (β = 0.61; p≤ 0.001). The data showed that job satisfaction positively correlated with affective commitment (β = 0.70; p ≤ 0.001).Positive emotions only mediated the relationship between distributive justice and job satisfaction (β = 0.36; p ≤ 0.001). The study results have implications for managers’ efforts to keep HRM practitioners affectively committed, as the latter were not satisfied with their remuneration. The data created awareness that when a remuneration policy is drafted, it should take cognisance that HRM practitioners who have positive emotions will be affectively committed and stay longer in organizations.
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References
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Locke, E. A. (1976). The Nature and Causes of Job Satisfaction. In M.D. Dunnette (Ed.), Handbook of Industrial and Organizational Psychology (pp. 1297-1349). Chicago, IL: Rand McNally. Lumley, E. J., Coetzee, M., Tladinyane, R. & Ferreira, N. (2011). Exploring the job satisfaction and organizational commitment of employees in the information technology environment. Southern African Business Review, 15(1), 100-118. Lyubomirsky, S., King, L. & Diener, E. (2005). The benefits of frequent positive affect: Does happiness lead to success? Psychological Bulletin, 131(6), 803-855. Macey, W. H. & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30. Maleka, M. J. (2017). Exploring the relationship between a living wage and human resources outcomes: Evidence from Tshwane Marabastat Mall. In press. Maleka, M. J., Skosana, T. B. & Lekgothoane, P. (2016). Work satisfaction of municipality employees while performing duties under the conditions of limited resources. Public and Municipal Finance, 5(3), 39-46. Masindi, T. (2015). The influence of job satisfaction and organizational commitment on turnover intention (Thesis). Cape Peninsula University of Technology, Cape Town. Meyer, J. P. & Allen, N. J. (1997). Commitment in the Workplace: Theory, Research and Application. Newbury Park, CA: Sage Publications. Meyer, J. P. & Herscovitch, L. (2001). Commitment in the workplace: Towards a general model. Human Resources Review, 11, 299-326. Miao, R. (2011). Perceived organizational support, job satisfaction, task performance and organizational citizenship behaviour in China (Thesis). University of Science and Technology Liaoning Anshan, China. Mohapatra, M. & Sharma, B. R. (2008). Drivers of organizational commitment among managers of industrial organizations: A case study. Global Business Review, 9(1), 51-63. Nohria, N., Groysberg, B. & Lee, L. E. (2008). Employee motivation: A powerful new model. Harvard Business Review, 86(7-8), 78-82. O’Reilly, C. A. & Chatman, J. A. (1986). Organizational commitment and psychological attachment – The effects of compliance, identification and internalization of pro-social behaviour. Journal of Applied Psychology, 71(3), 492-499. Ouweneel, E., Le Blanc, P. M. & Schaufeli, W. B. (2011). Flourishing students: A longitudinal study on positive emotions, personal resources, and study engagement. The Journal of Positive Psychology, 6(2), 142-153. Pereira, V. S. & Fontinha, R. (2016). An exploration of the role duality experienced by HR professionals as both implementers and recipients of HR practices: Evidence from Indian Railways. Human Resource Management, 55(1), 127-142. Price, L. L. & Mueller, C. W. (1986). Handbook of Organizational Measurement. Marshfield, MA: Pitman. Rahman, M., Haque, M., Elahi, R. & Miah, W. (2015). Impact of organizational justice on employee job satisfaction: An empirical investigation. American Journal of Business & Management, 4(14), 162-171. Ravand, H. & Baghaei, P. (2016). Partial least square structural equation using R. Practical Assessment, Research and Evaluation, 21(11), 1-16. Rhoades, L., Eisenberger, R. & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 85(5), 823-836. Robbins, S. T. J. & Judge, T. A. (2015). Organizational behavior (16th ed), Boston: Pearson Education Limited. Rothausen, T. J. (2013). Hedonic and Eudaimonic job-related well-being: Enjoyment of job and fulfilment of job purpose. Retrieved on 03 April 2017 from http://ir.stthomas.edu/cgi/viewcontent.cgi?article=1000&context=ocbmgmtwp. Saadati, M., Saadati, A., Asghari, A., Bidgoli, M. G., Ghodsi, A. & Bidgoli, A. G. (2016). The relationship between perceived organizational justice, organizational commitment and job satisfaction. Health, Spirituality and Medical Ethics, 3(1), 10-17. Saliu, A. Y., Gbadeyan, R. A. & Olujide, J. O. (2015). Organizational commitment and job satisfaction of security operatives in selected tertiary institutions in Kwara State. Asia Pacific Journal of Multidisciplinary Research, 3(4), 43-49. Schaufeli, W. B. & Bakker, A. B. (2003). Utrecht work engagement scale: Preliminary manual. Utrecht: Occupational Health Psychology Unit, Utrecht University.
Schiopu, A. F. (2015). Workplace emotions and job satisfaction. International Journal of Economic Practices & Theories, 5(3), 277-282. Sharma, B. R., Mohapatra, M. & Rai, S. (2013). Organizational commitment as a measure of managerial motivation: Search for its predictors in a multinational organization. Management and Labour Studies, 38(3), 139-153. Shuck, B. & Reio, G. (2013). Employee engagement and well-being: A moderation model and implications for practice. Journal of Leadership &Organizational Studies, 21(1), 43-58. Spector, P. (1985). Measurement of human service staff satisfaction: Development of job satisfaction survey. American Journal of Community Psychology, 13(6), 693-713. Stallworth, H. L. (2003). Mentoring, organizational commitment and intention to leave public accounting. Managerial Auditing Journal, 18, 405-418. Sunny, R. T. & Joshua, A. J. (2014). Employee engagement: An imperative for creating job satisfaction in evolving workplace. International Conference on Emerging Trends in Engineering & Management (pp. 18-21). Tat, H. H., Pei-Nid, T. & Rasli, A. M. (2012). Job satisfaction and organizational commitment in a Malaysian public university library. International Journal of Management Science &Business Research, 1, 1-7. Tladinyane, R. &Van der Merwe, M. (2016). Career adaptability and employee engagement of adults employed in an insurance company: An exploratory study. South African Journal of Human Resources Management, 14(1), 1-9. Tufail, M. S., Muneer, S. & Ishtiaq, M. (2016). Job Characteristics with Task and Contextual Performance: Moderating Role of Procedural Justice for Front Line Managers. Abasyn Journal of Social Sciences, Special Issue. Watson, D., Clark, L. A. & Tellegen, A. (1998). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality & Social Psychology, 54(6), 1063-1070. Wegge, J., Van Dick, R., Fisher, G. K., West, M. A. & Dawson, J. F. (2006). A test of basic assumptions of affective events theory (AET) in call centre work. British Journal of Management, 17(3), 237-254. Weiss, H. M. & Cropanzano, R. (1996). Affective event theory: A theoretical discussion of the structure, causes and consequences of affective experience at work. Research in Organizational Behavior, 18, 1-74. Yucel, I. (2012). Examining the relationship among job satisfaction, organizational commitment and turnover intention. International Journal of Business & Management, 7(20), 44-58.
Published
2017-07-20
How to Cite
Maleka, M. J., Mmako, M. M., & Swarts, I. (2017). Antecedents of Affective Commitment of Human Resource Management Practitioners Attending a Professional Body Convention. Journal of Economics and Behavioral Studies, 9(3(J), 121-132. https://doi.org/10.22610/jebs.v9i3(J).1751
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Copyright (c) 2017 Molefe Jonathan Maleka, Mphoreng Magdeline Mmako, Ilze Swarts
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