Interpersonal fairness, willingness-to-stay and organisation-based self-esteem: The mediating role of affective commitment
Frontiers in Psychology, ISSN: 1664-1078, Vol: 10, Issue: JUN, Page: 1315
2019
- 17Citations
- 59Captures
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Example: if you select the 1-year option for an article published in 2019 and a metric category shows 90%, that means that the article or review is performing better than 90% of the other articles/reviews published in that journal in 2019. If you select the 3-year option for the same article published in 2019 and the metric category shows 90%, that means that the article or review is performing better than 90% of the other articles/reviews published in that journal in 2019, 2018 and 2017.
Citation Benchmarking is provided by Scopus and SciVal and is different from the metrics context provided by PlumX Metrics.
Metrics Details
- Citations17
- Citation Indexes17
- 17
- CrossRef10
- Captures59
- Readers59
- 59
Article Description
This study examines the direct and indirect effects of interpersonal fairness on employees' willingness-to-stay and organisation-based self-esteem through affective commitment among manufacturing workers in Tema, Ghana. Using the survey design, 300 manufacturing workers in Tema were conveniently sampled for the study. The confirmatory factor analysis and structural equation modelling were used to analyse the data. Results indicated that affective commitment partially mediated the relationship between interpersonal fairness and employees' willingness-to-stay. Affective commitment also fully mediated the interpersonal fairness-organisation-based self-esteem relationship. Results further showed that organisation-based self-esteem partially mediated the affective commitment and willingness-to-stay relationship, such that, an increase in organisation-based self-esteem leads to a decrease in employees' willingness-to-stay. These findings emphasised the roles of interpersonal fairness and affective commitment in organisations, where affective commitment increases as a result of an increase in interpersonal fairness and makes employees have an intention-to-stay. The findings imply that employees who are very confident and have higher organisation-based self-esteem stand lower chances of staying in their current organisations. This study is the first to examine how affective commitment transfers the effects of interpersonal fairness unto employees' intention-to-stay among manufacturing workers in Ghana.
Bibliographic Details
http://www.scopus.com/inward/record.url?partnerID=HzOxMe3b&scp=85068651575&origin=inward; http://dx.doi.org/10.3389/fpsyg.2019.01315; http://www.ncbi.nlm.nih.gov/pubmed/31244721; https://www.frontiersin.org/article/10.3389/fpsyg.2019.01315/full; https://dx.doi.org/10.3389/fpsyg.2019.01315; https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2019.01315/full
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