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This paper finds the role of perceived failure tolerance, communication openness, work discretion, and reward fairness in influencing the entrepreneurial behavior of employees. We also study the mediating role of affective commitment between entrepreneurial behavior and its antecedents. Data were collected using survey design from 381 telecommunication professionals in Pakistan. The analysis, using SEM, shows that predictor variables have a significant positive influence on organizational entrepreneurial behavior. Furthermore, affective commitment partially mediates the relationship between failure tolerance, communication openness, work discretion and organizational entrepreneurial behavior, whereas, it fully mediates the effect of reward fairness. On the basis of our results, managers are advised to lead their followers in such a way that the employees offer their innovative potential for the organization by becoming internal entrepreneurs.

The present study examines the factors that mediate and moderate the relationship of psychological contract breach (PCB) with innovative work behaviour. Specifically, affective commitment is posited to mediate and collectivism to moderate the above relationship. Data were collected from 707 managers across 12 organisations in India. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model. Affective commitment was found to mediate the negative relationship between PCB and innovative work behaviour and collectivism moderated the influence of PCB on affective commitment. Results from the moderated mediation analysis revealed that the mediation of affective commitment was moderated by collectivism such that at the lower level of collectivism, the mediation effect of affective commitment became stronger.

Even though the effects of leadership and affective commitment on innovative work behaviours (IWBs) have been thoroughly researched, little is known about the interactive effects of these factors on IWBs. Based on data collected from 263 respondents from public and private organisations in Lesotho, the present study examines if affective commitment moderates the relationship between leadership and IWB. Drawing on literatures across management and innovation research domains, the study proposes and finds evidence that affective commitment moderates the relationship between leadership and IWB such that the relationship is stronger for affectively committed employees, while being relatively weaker for less affectively committed employees. The results also reveal that while leadership and management level have the main effects on IWB, affective commitment has no effect on IWB. Overall, the study responds to calls for examining the joint effects of person and context characteristics on IWBs. Drawing on our results, we discuss implications for theory and practice.

This study tested the influence of social orientation of hospitality industry in Abeokuta, Ogun State capital on the organizational commitment of their employees. Using a descriptive design of survey, we analyzed the effect of social entrepreneurship on the common three dimensions of organizational commitment (normative, affective, and continuance). Data for the study were obtained from 315 employees from the industry using an instrument that was well validated. Our analysis suggested that social entrepreneurship positively and significantly explains organizational commitment of the surveyed staff from the industry along the three dimensions of commitment with normative commitment showing the greatest effect of social orientations of the industry. The study concluded that social entrepreneurship is a potent organizational variable that can be used to engender commitment of staff especially their normative commitment.

Job satisfaction and organizational commitment have long been identified as relevant factors for the well-being of individuals within an organization and the success of the organization itself. As the well-being can be, in principle, considered as emergent from the influence of a number of factors, the main goal of a theory of organizations is to identify these factors and the role they can play. In this regard job satisfaction and organizational commitment have been often identified with structural factors allowing an organization to be considered as a system, or a wholistic entity, rather than a simple aggregate of individuals. Furthermore, recent studies have shown that job satisfaction has a significant, direct effect on determining individuals' attachment to an organization and a significant but indirect effect on their intention to leave a company. However, a complete assessment of the role of these factors in establishing and keeping the emergence of an organization is still lacking, due to shortage of measuring instruments and to practical difficulties in interviewing organization members.

The present study aims to give a further contribution to what is currently known about the relationship between job satisfaction and affective commitment by using a group of professionals, all at management level. A questionnaire to measure these constructs, following a pilot study, was designed and administered to 1042 participants who were all professionals and had the title of industrial manager or director.

The factors relating to job satisfaction and the predictive value of these factors (to predict an employee's emotional involvement with their organization) were simultaneously tested by a confirmative factorial model. The results were generalized with a multi-sample procedure by using models of structural equations. This procedure was used to check whether these factors could be considered or not as causes producing the measured affective commitment.

The results showed that the four dimensions of job satisfaction (professional development, information, remuneration and relationship with superiors) are not equally predictive of affective commitment. To be more specific, the opportunity of professional development or growth provided by a company was shown to be the best predictor of affective commitment. This seems to suggest that, as expected, the emergence of organizations could be a true emergence, not reducible to a sum of single causes. Implications, future lines of research and limitations are discussed.

This investigation aims to compare the usefulness and the potential contributions of Artificial Neural Networks (ANNs) in the marketing field, particularly, when compared to traditional modelling based on Structural Equations. It uses neural network modelling and structural equation modelling (SEM) to evaluate loyalty in the bank industry in Brazil. Based on a data collection of 229 bank customers (micro, small, and medium companies) from the Northeast of Brazil, the key objective of this study is to investigate the main drivers of customer loyalty in this industry. Neural networks highlight the role of the relationship quality on customer loyalty. The technique SEM confirmed six of the seven hypotheses of the proposed model. The findings highlighted the point that micro, small, and medium companies’ loyalty to their main bank is strongly influenced by affective commitment. Comparing the results achieved from both methodologies, some similarities can be found. Relationship quality is a second order construct that includes satisfaction and affective commitment as its key components, both of which are highlighted on the structural model. The strongest impact in this model is in the relation between satisfaction and affective commitment. This result suggests that, for this marketing problem, ANN and SEM seem to be complementary statistical tools, bringing complementary conclusions.

This investigation aims to compare the usefulness and the potential contributions of Artificial Neural Networks (ANNs) in the marketing field, particularly, when compared to traditional modelling based on Structural Equations. It uses neural network modelling and structural equation modelling (SEM) to evaluate loyalty in the bank industry in Brazil. Based on a data collection of 229 bank customers (micro, small, and medium companies) from the Northeast of Brazil, the key objective of this study is to investigate the main drivers of customer loyalty in this industry. Neural networks highlight the role of the relationship quality on customer loyalty. The technique SEM confirmed six of the seven hypotheses of the proposed model. The findings highlighted the point that micro, small, and medium companies' loyalty to their main bank is strongly influenced by affective commitment. Comparing the results achieved from both methodologies, some similarities can be found. Relationship quality is a second order construct that includes satisfaction and affective commitment as its key components, both of which are highlighted on the structural model. The strongest impact in this model is in the relation between satisfaction and affective commitment. This result suggests that, for this marketing problem, ANN and SEM seem to be complementary statistical tools, bringing complementary conclusions.