Exact(22)
All effects are statistically significant except for the marginally insignificant effect of telecommuting on organizational commitment.
Finally, after adding coefficient models, we still witness a significant direct effect of ILM on organizational commitment.
Model 5 reveals that a higher level of native-place ties has a larger net effect on organizational commitment.
Models 2 to 4 demonstrate that for each type of native-place ties, close ties have a positive effect on organizational commitment while the effect of not-so-close ties is negative.
Program success depended on organizational commitment to regular design team meetings with a trained facilitator, the availability of subject matter experts on ergonomics and health to support the design process, and retraining whenever committee turnover occurred.
Flexible work schedules (ρ = 0.19, 95% CI = 0.12, 0.26) and sabbaticals (ρ = 0.15, 95% CI = 0.05, 0.24) are positively related to organizational commitment, whereas the effect of telecommuting on organizational commitment is marginally non-significant (ρ = 0.08, 95% CI = − 0.01, 0.17).
Similar(38)
Longitudinal analyses confirmed the effects of organizational commitment on job satisfaction and intention to leave, and of team commitment on team performance and altruism.
Organizational identification had the smallest direct effect on the path of organizational commitment.
On the one hand, organizational commitment showed stronger effects on organization-related criteria (job satisfaction and intention to leave).
We further calculated the variance component and found that firms do have an impact on employees' organizational commitment.
Equation (2.1) is the intercept model, estimating the direct effect of firm-level controls and the internal labor market on employees' organizational commitment.
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