Instilling affective commitment: insights on what makes knowledge workers want to stay. Issue 3 (21st March 2016)

• Record Type: Journal Article
• Authors: Jayasingam, Sharmila; Govindasamy, Muhiniswari; Garib Singh, Sharan Kaur
• Is Part Of: Management research review. Volume 39:Issue 3(2016)
• Page Start: 266
• Page End: 288
• Publication Date: 2016-03-21
• Subjects: Management support -- Autonomy -- Knowledge workers -- Affective organizational commitment -- Knowledge sharing culture -- Workplace value identity -- Fairness in promotion; Management -- Periodicals; Management -- Research -- Periodicals; 658.4
• DOI: 10.1108/MRR-03-2014-0060
• Languages: English
• ISSNs: 2040-8269

Abstract

Abstract : Purpose: – This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships. Design/methodology/approach: – A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses. Findings: – The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the "want to remain in the organization" sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment. Research limitations/implications: – One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker. Practical implications: – Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge. Originality/value: – From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.