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Predicting First-Year Employee Affective Commitment Based on Organizational Support Practices.

Record Type:	Language materials, manuscript : Monograph/item
Title/Author:	Predicting First-Year Employee Affective Commitment Based on Organizational Support Practices./
Author:	Chase, Kayla.
Description:	1 online resource (126 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 84-10, Section: B.
Contained By:	Dissertations Abstracts International84-10B.
Subject:	Psychology. -
Online resource:	click for full text (PQDT)
ISBN:	9798379438845

Predicting First-Year Employee Affective Commitment Based on Organizational Support Practices.
Chase, Kayla.

Predicting First-Year Employee Affective Commitment Based on Organizational Support Practices. - 1 online resource (126 pages)

Source: Dissertations Abstracts International, Volume: 84-10, Section: B.

Thesis (Ph.D.)--Capella University, 2023.

Includes bibliographical references

Understanding employee perception of their organization requires investigating individual affective commitment, which is an employee's emotional attachment to their work organization. Affective commitment is an essential predictor of turnover intention, job anxiety, and work behavior. Thus, the impact of various support practices (i.e., career development, general benefits, fair pay, and working conditions) on affective commitment is essential and have been investigated. However, there has been a lack of research comparing these different support practices to an employee's commitment to the organization, particularly in the first year of employment in an organization. This study explored the ability of specific support practices that the literature showed the most benefit on employee affective commitment. The research question asked was, "Do organizational support practices (i.e., career development, general benefits, fair pay, and working conditions) predict employee affective commitment within the first year of employment?" A nonexperimental, correlational quantitative analysis using a survey methodology helped determine the impact of these best support practices to employee affective organizational commitment. Multiple linear regression analysis and stepwise multiple regression analysis (both backward and forward selection) were used to assess the survey responses of 145 participants recruited by Qualtrics who were over the age of 18 working at an organization for less than 1 year. In all three analyses, only career development was predictive of affective commitment, accounting for about 45-46% of the variance across these analyses. Thus, human resource departments that focus on career development and training of new employees should be able to increase affective commitment, which should benefit both employees and the organizations that invest in them.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2024

Mode of access: World Wide Web

ISBN: 9798379438845Subjects--Topical Terms:

555998
Psychology.
Subjects--Index Terms:

Affective commitmentIndex Terms--Genre/Form:

554714
Electronic books.

Predicting First-Year Employee Affective Commitment Based on Organizational Support Practices.
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