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In this paper, we investigate the association between evaluating a romantic partner as deviating from relationship ideals (i.e., ideal-partner discrepancy) and a widely studied form of self-regulatory behavior in romantic relationships—accommodation (i.e., inhibiting one's own destructive relationship behaviors and enacting constructive behaviors). We also consider the moderating role of relationship commitment. Two studies tested these associations using self-reports (Study 1, N = 450 individuals) and by observing accommodation behaviors in couples (Study 2, N = 116 dyads). Across both studies, a negative-ideal partner discrepancy (i.e., a partner is deemed as falling below ideals) was associated with more accommodation when relationship commitment was high than for when it was low. The findings provide novel insights into understanding accommodation behavior in romantic relationships. [ABSTRACT FROM AUTHOR]

Emerging adults' relationship development is an increasingly multi-faceted process characterized by ambiguity. Just talking has emerged as a phrase to characterize early relationship formation in popular culture, yet it remains understudied in the empirical literature. Constructivist grounded theory was used to explore this phenomenon in modern romantic relationship formation employing nine focus groups (N = 52) of emerging adult men and women from two large Midwestern universities. Eleven unique themes were generated to identify how emerging adult men and women conceptualize just talking (pre-dating, ambiguity about commitment, unofficial romantic label), reasons for just talking (pressure to keep options open, protection from rejection, testing the waters, avoiding defining the relationship), and how technology may facilitate the just talking process (increases the pool of potential partners, comfortable frequent contact, image crafting, less effort required). The findings have substantial implications for educators, clinicians, and other professionals who work with emerging adults. [ABSTRACT FROM AUTHOR]

This study examined the potential mediating roles of relationship satisfaction and dual-career lifestyle satisfaction in the association between investments and commitment to a relationship. The participants comprise 213 Turkish dual-career married couples (N = 426) between the ages of 19–60, who have been married for at least seven months. Two models were proposed, and the Actor-Partner Interdependence Mediation Model (APIMeM) was conducted to test these models. The results revealed that the associations of both past and planned intangible investments to commitment were partially mediated through relationship satisfaction for both wives and husbands. This study provided support for the dyadic nature of the association between intangible investments and commitment via relationship satisfaction in Turkish dual-career married couples and discussed the findings in relation to the relevant literature. [ABSTRACT FROM AUTHOR]

Until the 1980s, significant numbers of children were accommodated in the UK in residential nurseries. In common with trends internationally, a huge shift away from institutional care has taken place. The foster care system began to expand significantly as changes in legislation and practice and social factors such as the impact of substance misuses, began to drive an increase in the number of babies and infants being removed from their birth families and placed in foster care. Yet while there are wellestablished orthodoxies around the recruitment of foster carers, the placement of children, and the support provided to the children, their carers and the placement overall, research into what makes for successful foster care is lacking. [ABSTRACT FROM AUTHOR]

Despite the great emphasis organizations and human resource management (HRM) research place on turnover issues, one turnover phenomenon has received only limited attention so far: joint leader–member turnover. This research examines supervisor‐initiated turnover (SIT) (i.e., employees' decision to quit their employer to follow a former supervisor to a new organization) and develops a comprehensive model of the SIT decision process, grounded on conservation of resources (COR) theory, that delineates the resource evaluation, conservation and investment deliberations of employees. We take a relational perspective and particularly focus on the leader–member relationship as an important antecedent of SIT and thereby respond to the call for more critical investigations of leader–member exchange (LMX) and corresponding HRM implications. Our three studies (survey, scenario experiment, and dyadic interview study) demonstrate that LMX positively affects SIT intentions (SITI) and that supervisor commitment represents an important mediating mechanism of the LMX–SITI relationship. Our interview study with 46 leader–member dyads identifies relational factors that promote or hinder SIT beyond the leader–member relationship. We discuss the theoretical contributions and practical implications for HRM. [ABSTRACT FROM AUTHOR]

Does the amount of self-control consumers must exert to choose a goal-consistent action influence their perceptions of goal progress? For example, if you choose to go to the gym when one of your favorite TV shows is on (vs. when nothing interesting is on TV), do you perceive that you have made a differential amount of progress toward your goal, despite completing the exact same workout? In eight studies (N = 7,515), the authors demonstrate that consumers perceive that they have made more progress on their goals when more (vs. less) self-control is required to choose to complete an identical goal-consistent task. This is because when consumers exert more (vs. less) self-control to choose a goal-consistent task over the goal-inconsistent alternatives, they infer higher commitment to the goal. The higher inferred commitment, in turn, leads consumers to perceive that future goal pursuit will be easier. The authors demonstrate this effect across a variety of tasks and means of exerting self-control, as well as with both hypothetical scenarios and real-behavior studies. [ABSTRACT FROM AUTHOR]

This research provides a conceptual replication and theoretical extension of the mutual cyclical growth model. This model proposes that dependence promotes relationship commitment, which promotes pro-relationship behavior, which—when detected by partners—promotes partners' trust, which promotes partners' willingness to depend on the relationship. Prior research supports these links on a month-to-month basis, but romantic partners' thoughts, feelings, and behaviors may change on a day-to-day basis. The present research sought to replicate the model on a daily level, and to extend the model with an important potential moderator: individuals' attachment orientations. Results from a dyadic daily-report study of romantic couples replicated the links in the mutual cyclical growth model at the level of day-to-day fluctuations in partners' experiences; the links were especially strong for individuals high in attachment anxiety. This research provides insight into mechanisms through which close relationships develop and strengthen. [ABSTRACT FROM AUTHOR]

Sports club volunteerism transcends mere organizational support, enriching the lives of volunteers and the wider community. Despite its profound impact, many sports clubs struggle with effectively mobilizing and retaining volunteers. Hence, this study utilized partial correlational and cluster analyses to explore how volunteers' affective commitment (i.e., emotional attachment) and normative commitment (i.e., moral duty) relate to their work effort and the intention to sustain their volunteer work over an extended period of time. A total of 355 volunteers from Flemish sports clubs participated in this study. Partial correlational results revealed a strong link between affective commitment and both volunteer work effort and long‐term involvement. However, cluster analyses revealed a more nuanced picture, identifying four distinct commitment profiles: fully committed, affective commitment (AC) dominant, moderately fully committed, and weakly committed. Comparing these profiles in terms of volunteer outcomes indicated that, while affective commitment was the primary driver of work effort, normative commitment played a crucial role in sustaining volunteer involvement when combined with affective commitment. For sports clubs, these findings emphasize the importance of fostering both affective and normative commitment by creating an inclusive and values‐oriented environment. Additionally, recognizing and understanding volunteers' commitment profiles can inform tailored support strategies, ultimately ensuring a sustainable future for the community. [ABSTRACT FROM AUTHOR]

Ample research examines the importance of one's commitment level to their romantic relationship; however, individuals' desire for progressive levels of commitment has received less attention in the literature. In the current studies, we introduce the novel concept of commitment amplification (i.e., the desire to become more committed in one's romantic relationship) by developing and validating a new scale (the Commitment Amplification Scale). Additionally, we investigate the conceptual uniqueness of commitment amplification and examine associations with relationship-oriented thoughts (Study 1 and 2) and behaviors (Study 3). Results support the establishment of commitment amplification as a distinct and predictive construct. Furthermore, commitment amplification predicts relationship constructs above and beyond existing measures of commitment and commitment readiness. [ABSTRACT FROM AUTHOR]

This study examined the reciprocal prospective associations between commitment, forgiveness, and different aspects of marital well‐being (marital satisfaction and marital instability) among Chinese newlywed couples and the gender differences in these associations. The Vulnerability‐Stress‐Adaptation (VSA) model posits reciprocal associations between adaptive processes and relationship satisfaction. However, the directionality of the associations between adaptive processes and marital satisfaction may differ from the associations between adaptive processes and marital instability in Chinese societies due to the emphasis on relationship maintenance. Based on three annual waves of data from 268 Chinese newlywed couples (Mage = 29.59, SD = 3.25 for husbands; Mage = 28.08, SD = 2.51 for wives), a cross‐lagged approach was used to examine the reciprocal associations between commitment, forgiveness, and marital satisfaction/instability. We found: (a) reciprocal associations between commitment/forgiveness and marital satisfaction (wives only); (b) reciprocal associations between forgiveness and marital instability (husbands only); and (c) wives' commitment at Wave 2 mediated the association between wives' commitment at Wave 1 and wives' marital satisfaction at Wave 3. Extending the VSA model, findings suggest different reciprocal associations between commitment, forgiveness, and different aspects of marital well‐being among Chinese newlywed couples. Results highlight the important role of culture and gender in marital relationships and clinical practice. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to examine the levels of professional autonomy, retention intention, and organizational commitment among public hospital nurses, while also investigating the mediating effect of organizational commitment on the relationship between professional autonomy and intention to remain. Methods: Data for this study were collected through an online survey conducted from August 5 to August 11, 2022, targeting 230 nurses across three public hospitals within a single region. Data analysis was performed using SPSS/WIN 23.0. Results: Organizational commitment fully mediated the relationship between professional autonomy and retention intentions among public hospital nurses. Positive correlations were observed between professional autonomy and retention intention (r=.24, p<.001), organizational commitment and intention to remain (r=.72, p<.001), as well as professional autonomy and retention intention (r=.34, p<.001). Conclusion; To enhance the retain intention among public hospital nurses, it is imperative to focus on program development and institutional administrative efforts aimed at ensuring professional autonomy and fostering organizational commitment. [ABSTRACT FROM AUTHOR]

Making intentional and sustainable positive behavior changes is difficult for most individuals. Knowledge and even expert coaching have shown meager results in guiding individuals towards a healthier diet and lifestyle. It is clear from the current research that additional approaches, which can help stem the tide of obesity and other chronic diseases, are needed. This article introduces a systematic process-based approach which focuses on the 4C's, Clarity, Commitment, Compassion, and Consistency. It is essential for individuals to have Clarity before they begin their health journey. Clarity must address, what do I want to change, why, and how am I going to make the change. Commitment highlights the importance of following a process-based approach that focuses on small incremental changes which over time can lead to remarkable results. Compassion is the necessary ingredient which allows individuals to continue the journey despite setbacks. By staying committed to the process, by practicing self-compassion, and by finding a healthy community, the individual is slowly able to achieve Consistency in achieving and then maintaining a healthier diet and lifestyle. [ABSTRACT FROM AUTHOR]

Cohabitation is often misconstrued as consisting of a relationship characterised by a low level of commitment. However, commitment in cohabitation is multidimensional, as it allows a couple to demonstrate their love in different ways, without necessarily conforming to a particular traditional formality. It is a private and personal commitment between the cohabiting partners concerned, founded on principles of trust. The current study suggests that commitment in heterosexual cohabitation is closely aligned with the couple's intentions. Through the lenses of commitment and symbolic interactionist theories, this article explored how cohabitees construct and express commitment in their relationship. Employing a qualitative research approach, the study involved 21 purposively selected heterosexual cohabitees who are involved in a monogamous relationship. Data were generated through conducting semi-structured face-to-face interviews, using open-ended questions contained in an interview guide which were subsequently analysed thematically. Principles of credibility, transferability, dependability and conformability were adhered to throughout the research process. [ABSTRACT FROM AUTHOR]

Background: The commitment of nurses to their profession and workplace is closely linked to the delivery of high-quality patient care. Existing literature highlights the positive impact of commitment on care quality and patient outcomes. Conversely, a lack of commitment can lead to nurse burnout and disengagement. However, it remains unclear whether and how cultural beliefs and practices influence newly graduated nurses' commitment to the nursing profession and their workplace. Aim: To explore the cultural beliefs and practices influencing newly graduated nurses' commitment to the profession and commitment to their workplace during their first year of employment. Design: A focused ethnographic study. Methods: Data consisted of field notes from 94 h of participant observations and 10 semi-structured interviews with newly graduated nurses working in acute care settings in Denmark. Data were analysed using ethnographic content analysis. Data were collected between March and June 2022. Results: The findings reveal a major theme, termed 'A State of Transience among Newly Graduated Nurses', consisting of two themes: 'Newly Graduated Nurses' Pursuit of Professional Development and Supportive Work Environments' and 'A Lack of Formal Agreements or Conditions to Meet Expectations for Professional Development.' Conclusion: Hospitals and nurse managers need to support newly graduated nurses in their first employment after registration by providing a range of clinical experiences through job rotation opportunities within the same organization, deliver on promises for onboarding support and foster a culture of trust. These strategies will help maintain the motivation, commitment and ability of newly graduated nurses to deliver high-quality patient care, thereby reducing the likelihood of turnover. Relevance for Clinical Practice: A trusting and supportive work environment is fostered by providing diverse clinical experiences and consistent support for newly graduated nurses. To address potential high turnover associated with job rotation, hospitals need to rethink how retention is defined and measured, moving beyond hospital unit-level models and measures. Reporting Method: This study reports to the SRQR guidelines. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

Past research on the Investment Model of Commitment suggests that satisfaction, quality of alternatives, and investment consistently predict commitment levels in romantic relationships. Previous research examining the Investment Model has focused on allosexual and alloromantic populations – i.e. individuals who experience sexual and romantic attraction, respectively. We extended this research to asexual and aromantic individuals. Asexual and aromantic participants in relationships completed the four Investment Model subscales (i.e. satisfaction, investments, quality of alternatives, commitment). A confirmatory factor analysis (CFA) showed that the model fit to the original Investment Model factors was poor. An exploratory factor analysis (EFA) revealed that the investments and quality of alternatives items mostly loaded on the original factors; however, satisfaction items and commitment items mostly loaded on the same factor. These results suggest that asexual and aromantic individuals may not distinguish between relationship satisfaction and commitment, or individuals may have relatively equal amounts of satisfaction and commitment in their relationships. In addition, many asexual and aromantic individuals practice non-monogamous relationships, and have a higher quality of alternatives than those who practice monogamous relationships. Ultimately, the findings could guide practitioners when working with asexual and aromantic individuals as well as future research focusing on these populations. [ABSTRACT FROM AUTHOR]

Research suggests that same-gender couples' relationship quality is related to the levels of minority stresses they encounter. According to the investment model, relationship commitment is maintained through three constructs: satisfaction, perceived quality of alternatives, and investment. Employing the investment model, the present study investigated internalized homophobia and concealment of sexual identity as direct contributors to relationship commitment, and as moderators of the relationships between the investment model constructs. A questionnaire measuring study variables was administered to 358 Israeli gay and bisexual men in cohabiting same-gender relationships. Commitment to relationship was explained by satisfaction, investment, and alternatives, as well as concealment. Internalized homophobia moderated the relationships between investment and alternatives and commitment. Theoretical and practical contributions regarding the detrimental effect of minority stresses on same-gender couples' romantic relationship quality are discussed. [ABSTRACT FROM AUTHOR]

Through two studies (N = 544 women), the role of types of relational problems (absence vs. presence of intimate partner violence [IPV]) in the use of conflict resolution strategies (exit and loyalty) was analyzed, considering the serial mediating effect of dependency and commitment and the moderating effect of benevolent sexism. The main results showed that higher scores in dependency and commitment predicted less use of exit strategies among women who reported IPV. No significant results were found regarding loyalty strategy and benevolent sexism. Ultimately, implications for women's perceived risk of future violence were discussed. [ABSTRACT FROM AUTHOR]

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Relatively little is known about how commitment manifests in couples' everyday lives in a way that orients couples toward their future together. Building on the Investment Model of Commitment, we propose that, in everyday life, individuals with high levels of commitment are more likely to (a) assure their partners about the future of the relationship and (b) behaviorally invest in that future by spending more time in the partner's presence. Results from a sample of individuals (N = 100) suggest that relationship commitment is associated with greater time investment in the relationship (i.e., time spent with the partner in daily life); results from a second sample of couple members (N = 269) replicate this effect and suggest that relationship commitment is associated with the use of daily assurances, which mediate the relationship between commitment and time spent co-present with the partner. [ABSTRACT FROM AUTHOR]

How should we understand validity? A standard way to characterize validity is in terms of the preservation of truth (or truth in a model). But there are several problems facing such characterizations. An alternative approach is to characterize validity epistemically, for instance in terms of the preservation of an epistemic status. In this paper, I raise a problem for such views. First, I argue that if the relevant epistemic status is factive, such as being in a position to know or having conclusive evidence for, then the account runs into trouble if we endorse certain familiar logical principles. Second, I argue that if the relevant epistemic status is non-factive, such as is rationally committed to or has justification for believing, then a similar problem arises if we endorse the logical principles as well as a sufficiently strong epistemic "level-bridging" principle. Finally, I argue that an analogous problem arises for the most natural characterization of validity in terms of rational credence. [ABSTRACT FROM AUTHOR]

This article examines the relationship between job satisfaction and organizational citizenship behavior among academic staff at Federal Polytechnic, Oko in Nigeria. The study finds that skill variety is positively related to altruism, and employee commitment is positively related to conscientiousness. The study suggests investing in training programs and rewarding conscientious behavior to improve employee skills and increase commitment to the organization. The article also discusses the concept of Organizational Citizenship Behavior (OCB) and its dimensions, as well as the impact of job satisfaction and training on OCB and employee performance. The methodology section describes the survey design used to collect and analyze data from academic staff at the institution. The findings align with previous research in this area. The given text is a list of references and citations from various sources related to organizational behavior, job characteristics, and employee performance. The references cover a range of perspectives and research findings in these areas. The table provides descriptive statistics on research questions related to employee involvement, commitment, and conscientiousness, showing high agreement among participants. These statistics were computed using SPSS version 25 in 2023. [Extracted from the article]

Vocational identity develops through the complex and dynamic interactions of the subdimensions of identity. A four-wave longitudinal study was conducted to investigate how each subdimension (in-breadth exploration, in-depth exploration, commitment-making, identification with commitment, career flexibility, career self-doubt) of each of the three processes of vocational identity (exploration, commitment, reconsideration) interacts across time during the emerging adulthood. The participants were full-time college students in South Korea—248 at T1, 194 at T2, 159 at T3, and 115 at T4. They rated the Vocational Identity Status Assessment four times at 6-month intervals. The results of the autoregressive cross-lagged path analysis indicated that an increase in in-breadth exploration led to a decrease in career self-doubt, which subsequently led to an increase in the subdimensions of commitment. These findings suggest a specific short-term interaction pattern for the relationship between the subdimensions of vocational identity, known only as a complex interaction. Implications, limitations, and directions for future studies are also discussed. [ABSTRACT FROM AUTHOR]

Objective: The primary aim of this study is to adapt the Commitment to Quitting Smoking Scale (CQSS) to Turkish and to conduct its reliability and validity studies in a Turkish sample. Method: The study involved a total of 314 smokers, comprising 178 (56.7%) women and 136 (43.3%) men, aged between 18 and 65. Statistical analysis included item-total score correlation coefficients, internal consistency coefficient, test-retest reliability, confirmatory factor analysis, criterion-dependent validity, and discriminant validity methods. Results: Confirmatory factor analysis showed that the Turkish version of the CQSS maintains the single-factor structure of the original form (χ²=35.042, χ²/df=2.061, Root Mean Square Residual (RMR)=0.035, Comparative Fit Index (CFI)=0.989, Goodness of Fit Index (GFI)=0.974, Root Mean Square Error of Approximation (RMSEA)=0.058). In convergent validity, significant correlations were observed between the CQSS and other measures like the Fagerstrom Test for Nicotine Dependence (FTND) and the Questionnaire of Smoking Urges-Brief (QSU-Brief). For discriminant validity, the 27% lower and upper groups method was used, revealing significant differences in the CQSS scores between participants in these groups. In reliability analysis, the Cronbach's alpha coefficient for the CQSS was found to be 0.91. Test-retest reliability analysis showed a correlation coefficient of 0.71 between two measurements. Conclusion: When considering all the findings, it is evident that the CQSS possesses adequate psychometric properties within the sample of the Turkish-speaking population. [ABSTRACT FROM AUTHOR]

To reassess and enhance our understanding of employee commitments in contemporary organizations, we conducted a mixed‐method study. In open‐ended surveys, we asked employees (N = 712) to explain why they are committed to various work‐related targets (organization, coworker, organizational goal, and occupation). We content analyzed the responses and derived 15 distinct explanations for those commitments. We then compared these explanations to extant commitment models and examined how explanations varied across commitment targets. Finally, we examined the relationship between these explanations and commitment strength. Our findings indicate that many factors in extant commitment models are still relevant (e.g., Social Exchange), but other aspects of those models were not mentioned by participants (e.g., competition) or mentioned very infrequently (e.g., No Choice). Perhaps most importantly, some current explanations (e.g., Altruism) are not represented in extant models. In addition, some explanations were provided more or less often for different commitment targets. For example, Social Exchange was provided more frequently for coworker commitment but less frequently than expected by chance for organizational goal commitment. Finally, explanations differentially related to commitment strength, with stronger commitment associated with Social Exchange than with Financial Exchange. The implications of these findings for theory and human resource management practice are discussed. [ABSTRACT FROM AUTHOR]

Through the lens of trust–commitment and co-creation theories, this study explores the effect of trust on commitment and co-creation intentions within the free-to-play (F2P) gaming industry, to extend our understanding of co-creation within a service context. Responses from an online survey were used as inputs into a structural equation model (SEM). The findings reveal that trust in a F2P game influences commitment to continue playing the F2P game and elicit behaviour in the form of co-creation intentions. The findings also found that involvement and achievement motivations partially mediate the relationship between trust and commitment and escapism significantly moderates the relationship between trust and involvement. [ABSTRACT FROM AUTHOR]

Unresolved stress reduces the well-being of romantic relationships. Supportive coping helps resolving stress and protects relationship well-being. However, the conditions that promote supportive coping are largely unknown. According to interdependence theory, commitment promotes relationship maintenance behaviors in general. This study investigates whether commitment also promotes supportive coping. Data come from six waves of the German Family Panel, N = 3,057. Fixed-effects models were applied to isolate the effect of commitment on supportive coping from time-constant confounders. Commitment shows a significant positive association with supportive coping. The results provide support for interdependence theory, suggesting that high commitment and feelings of "we-ness" can increase couples' resilience against the detrimental effects of everyday stress. [ABSTRACT FROM AUTHOR]

With the onset of COVID-19, governments around much of the world implemented strict social distancing and stay-at-home orders that profoundly affected the amount of time many couples were spending together. In the present research, we examined whether perceptions of a change in time spent with a partner were associated with stress, and whether stress levels in turn predicted relationship commitment and satisfaction, both in the short term (Time 1) and longer term (Time 2; i.e., after 10 months). Results indicated partial mediation, such that less (vs. more) time spent with the partner was associated with greater stress at Time 1, which in turn partly accounted for lower commitment and relationship satisfaction both at Time 1, and satisfaction at Time 2. Less (vs. more) time spent with partner at Time 1 also predicted a greater likelihood of relationship dissolution at Time 2, again partially mediated by stress. An increase in quality time spent together at Time 2 predicted stress and relationship outcomes over and above the change in time spent together more generally. This research has important implications for understanding the ongoing effects of the pandemic on romantic relationships. In addition, this study provides new evidence regarding how changes in time spent with a partner are associated with stress and subsequent relationship outcomes. [ABSTRACT FROM AUTHOR]

Sport event volunteers have predominantly been examined in able-bodied events using quantitative methods. Studies examining the volunteer experience have focused on its relationship with different constructs, resulting in a siloed body of literature in which a holistic understanding of the volunteer experience remains poor. The purpose of this study was to explore the relationships between key constructs (satisfaction, motivation, commitment, and sense of community) and the first author's (E.L. Lachance) volunteer experience in a para-sport event. The analysis of the narrative using a volunteer experience conceptual framework composed of the key volunteer constructs identified two themes: (a) the power of sense of community and (b) the volunteer role as a source of dissatisfaction. Contributions include the volunteer experience conceptual framework and the relationships between the four constructs and the volunteer experience. Event managers should implement strategies to create a strong sense of community to enhance their volunteers' experience. [ABSTRACT FROM AUTHOR]

Prior scholarly approaches to meaningful work have largely fallen into two camps. One focuses on identifying how work can contribute to a meaningful life. The other studies the antecedents and outcomes of workers experiencing their work as meaningful. Neither of these approaches, however, captures what people look for when they seek meaningful work—or so I argue. In this paper, I give a new, commitment-based account of meaningful work by focusing on the reasons people have to choose meaningful work over other options. I draw on philosopher Ruth Chang's account of voluntarist reasons (reasons that arise from an act of the will) to argue that commitments can create distinctive reasons to pursue certain work. It is the presence of these distinctive reasons that makes work meaningful. [ABSTRACT FROM AUTHOR]

Extant literature often assumes that gratitude is intrinsically positive therefore ought to be maximized. Virtue theory and social alignment theory, however, suggest gratitude is adaptive only in specific relational contexts. Drawing from find-remind-bind theory's notion that gratitude functions to promote interactions with supportive partners in particular, we test whether it is not just the overall level of gratitude and support that bear upon personal (psychological well-being, physical health) and relational (commitment, sexual satisfaction, aggression) outcomes, but also congruence in levels of gratitude for one's partner relative to the support they provide. Drawing from a cross-sectional survey of 874 mixed-sex married dyads (N = 1,748) in the United States, we demonstrate that gratitude for a partner in excess of the support that partner provides is associated with maladaptive personal and relational outcomes. Implications and future directions are discussed. [ABSTRACT FROM AUTHOR]

Marital adjustment is a crucial factor for the mental and physical health of individuals. In this study, we examined the influence of three factors on marital adjustment, that were, negative affect, neuroticism, and marital commitment. In a sample of 258 married partners (Female n = 138; Mage=35.98, SD = 10.83), we found that negative affect, neuroticism, and marital commitment cumulatively contributed 41% of variance in marital adjustment. Marital commitment contributed the most variance in marital adjustment (33%) versus negative effect and neuroticism combined (9%). The implication, limitations, and future directions are discussed. [ABSTRACT FROM AUTHOR]

Teachers play a vital role in shaping the future generations as they are responsible for imparting knowledge to students. However, the quality of education is not solely dependent on the curriculum and teaching strategies but also on the commitment and passion of teachers towards their profession. Passion and commitment are at the core of effective teaching. Passionate and committed teachers have serious impact on student learning outcomes; therefore, these features are important for their potential to make a difference in student learning. Passion and commitment are essential tools for high quality teaching and make significant contributions to student achievement. This article aims to explore the role of passion and commitment for effective teaching and learning. [ABSTRACT FROM AUTHOR]

Introduction: Decision -making is one of the key factors that are highly associated with psychological factors. However, there are few studies on the relationship between this variable and mental toughness. Aim: The purpose of this study was to investigate the relationship between mental toughness and decision -making accuracy considering the mediating role of gender. Method: The present study was a descriptive correlational study. The statistical population of the study included all futsal referees in the country's first division in 2020 -2021, and 123 individuals were voluntarily selected as the statistical sample. The Spitz & et al. (2018) Decision Accuracy Test of and the Clough & et al. (2002) Mental Toughness Questionnaire were used to collect data. Finally, to examine the relationship between the variables, Pearson correlation, regression and independent t - test, and SPSS version 21 software were used. Results: The results showed that there is a positive and significant relationship between mental toughness and decision accuracy (r=0.32, P=0.001). Also, the results of the components of mental toughness showed that there is a positive and significant relationship between the challenge, commitment, emotional control, and life control components with decision accuracy (P<0.05). A multiple regression test showed that decision accuracy is influenced by mental toughness (B=0.030), and there is a significant difference between men and women in mental toughness (t=3.81, P<0.001), but this difference in decision accuracy was not significant (P>0.05). Conclusion: The presence of a significant relationship between mental toughness and decision accuracy indicates that decision accuracy improves with increasing mental toughness. Therefore, it is suggested that the variable of mental toughness can be used as an effective psychological method to improve cognitive performance. [ABSTRACT FROM AUTHOR]

This article aims to identify factors that may be important in the inclusion process of people with disabilities in religious communities. This text was based upon the interviews conducted with 10 respondents who belonged to Christian communities. They were characterised by a diverse approach, and are therefore referred to in this article as spiritual settlers, spiritual pilgrims and spiritual wanderers. These were then associated with theoretical terms such as presence, affiliation and commitment, to analyse the procedures of the respondents' self-reported functioning in these religious communities. [ABSTRACT FROM AUTHOR]

We present three studies to examine intellectual humility (IH) contextualized to existential challenges across cultures. With samples (N = 1714) drawn from three regions (United States, Hong Kong, Netherlands), we explore the benefits and drawbacks of various configurations of IH and commitment to beliefs. In two studies, we created a measure of IH contextualized to existential concerns (Study 1; N = 344 adults in the U.S.), replicated its factor structure, and identified distinct profiles of belief commitment and IH (Study 2; N = 340 adults in the U.S.). Then, in our primary study (Study 3; N = 1030 adults from the U.S., Netherlands, and Hong Kong), we examined evidence for the cultural generalizability of the measure and profiles. Implications for future research on the measurement of IH, its manifestation across cultures, and its relevance to the existential domain are discussed. [ABSTRACT FROM AUTHOR]

In the current debate on the lying-misleading distinction, many theorists distinguish between lying as insincere assertion and misleading through conveying an untruthful implicature. There is growing empirical evidence that average speakers count untruthful implicatures as cases of lying. What matters for them is the (degree) of commitment to an untruthful implicature. Since untruthful conversational implicatures may arise with non-assertions, and untruthful presuppositions are also judged as lying, a realistic conception of lying should aim at a definition of lying that it is able to cover these possibilities. Such a conception, which supports traditional assumptions about the semantics-pragmatics distinction, leads to a commitment-based definition of lying, as recently proposed by a number of authors. [ABSTRACT FROM AUTHOR]

Many service providers offer supplementary products related to their ongoing services (e.g., fitness centers offer fitness smartwatches). In seven studies, the authors show that the payment method for such supplementary products (multiple payments vs. a single lump sum) affects customers' tendency to defect from the provider's core service over time. Specifically, when customers pay for add-ons in multiple payments—provided that (1) they perceive the add-on as being bundled with the core service and (2) the payment period has an end point—they are initially less likely to defect from the service provider than when they pay in a single payment. Over time, however, as payments are made, this gap closes, such that defection intentions under the two payment methods eventually become similar. The authors propose that this phenomenon reflects "commitment projection," wherein a decrease in customers' commitment to the add-on product over time is projected onto their commitment to the service provider. These findings carry important managerial implications, given that many service providers offer add-on products in multiple-payment plans and that customers' defection decisions substantially affect firms' profitability. [ABSTRACT FROM AUTHOR]

The purpose of the current investigation was to determine the effectiveness of writing down goals, as well as displaying them, on performance. Sixty-two college student participants were randomly assigned to one of the following conditions: no goals, unwritten goals, written goals, or written and displayed goals. Participants performed a free-throw-shooting task, dribbling around cones, and layups for 2 min (Mikan drill) in a pretest–posttest design with posttesting occurring 3–4 wk after the initial testing. A 4 × 2 (goal conditions by trials) repeated-measures MANOVA with the 3 performance measures as dependent variables was conducted. There were no significant group main effects or interactions. Results also revealed no differences among the groups in commitment, motivation, and perceived difficulty of their goals. However, significant correlations indicated that the more participants looked at their goal, the more likely they were to practice their skills (although this did not lead to enhanced performance). These results call into question the efficacy of writing down goals, although future studies need to verify this with different tasks and different levels of goal difficulty. [ABSTRACT FROM AUTHOR]

Turnover intention is a predictor of the decision to leave an organization, which, if carried out, affects the quality of care provided. There is an association between turnover intention and organizational commitment. The more committed nurses are to the unit in which they work, the more committed they become to the unit's organizational goals; thus, they tend to continue working for the organization. Aiming to assess the turnover intention and the organizational commitment of nurses in primary healthcare, we conducted a quantitative, observational, descriptive, and cross-sectional study. The Intention of Turnover Scale and the Organizational Commitment Scale were applied in a sample of 297 nurses. Data were analyzed based on descriptive statistics. About 92.8% of the nurses intend to stay at their current workplace and only 7.3% plan to leave soon, suggesting low turnover intention; 84.5% of the nurses are willing to make an effort beyond what is normal to help their organization succeed, and 88.7% feel really interested in the destiny of the organization, which shows high organizational commitment. Pearson's Coefficient revealed the existence of a significant negative correlation between the factors "Intention to leave" and "Committed to the organization" (r = −0.51, p < 0.01). These findings suggest that, when nurses are more committed to their work and to the organization, they display less intention to leave, keeping the teams committed and motivated towards the organizational goals Our findings may guide nurse managers and policy-makers to develop strategies that retain nurses in organizations, keeping them motivated and engaged, and focusing on higher organizational commitment due to the influence it may have on the turnover intention. [ABSTRACT FROM AUTHOR]

Background & Aims: In today's world, solving many problems of a society depends on the educational system of that society. If the society has the correct education, it can overcome all its problems. There are several definitions of the concept of attitude. Attitude is a combination of beliefs and emotions that prepare a person in advance to look at others, objects, and different groups in a positive or negative way. Attitudes summarize the evaluation of objects and thus undertake to predict or guide future actions or behaviors. Attitude can be defined in terms of learning theories and cognitive approaches. In each of these theories, the concept of attitude is defined differently and each of the different aspects of attitude is emphasized. Attitude is a state of mental and nervous preparation that is organized through experience and has a direct and dynamic effect on the individual's reaction to all issues and situations related to attitude. "In this definition, which is mainly based on learning theory. The influence of past experiences on organizing attitudes as well as reacting to a situation (as in the behaviorist approach) has been considered. Attitude is the stable organization of motivational, emotional, perceptual, and cognitive processes related to With some aspects of the individual world, it is observed that this definition does not refer to the origin of the attitude and instead emphasizes the mental experience of the present, in other words, each attitude is a kind of the previous position to perform a positive or negative action. Attitudes toward people, objects, and events are social goals and play a guiding role in transforming psycho-emotional states into motor states. The attitude in educational management is a sensitive issue that affects a large set of organizations. They are the mainstay of current societies. Among these, educational organizations are very important due to their comprehensiveness, uniqueness and importance in growth and development. Attitude-related issues are closely related to the strategic and professional activities of the organization. Responsibility, commitment, and self-control can be mentioned as influential components of attitude. One of the important personality traits that play a major role in success is responsibility. Responsibility is defined as an inner obligation and commitment on the part of a person to perform well all the activities assigned to him/her, and responsibility originates from within the person. The person in charge of the work agrees to perform a series of activities and tasks or to supervise the performance of these tasks by others. Self-control means the ability to control ourselves in terms of controlling our desires and tastes. People who have self-control can adjust what they want to make sure they do not overdo it. Self-controlled people can save their lives. In other words, they are able to do the right thing to keep themselves healthy and happy. Identifying the components affecting the attitude of employees in the education system plays an effective role in advancing the goals of the education system. Methods: The research method is heuristic mixed. In the qualitative stage, the theme analysis was used and in the quantitative stage, the descriptive-survey analysis method was used. Participants in the qualitative section included experts and specialists in the field of management and educational sciences, and 16 people were selected as key informants through purposive sampling. The statistical population in the quantitative part includes all education staff in Mazandaran province. 350 employees were selected using a stratified random sampling method for the study. A semi-structured interview was used to collect research data in the qualitative stage and a researcher-made questionnaire was used in a quantitative part. The research data were collected in the qualitative part using open coding and in the quantitative part using exploratory and confirmatory factor analysis in Amos and SPSS statistical software. Results: The results showed that responsibility, commitment, and self-control have a significant effect on employees' responsible attitude, which is one of the components of ethics. Conclusion: As a result, we can pay attention to responsibility, commitment, and self-control in the education system to institutionalize the attitude of employees. Based on the analysis of research data, responsibility, commitment, and self-control components affect employees' attitudes. The results of a study showed that responsibility is one of the key components of organizational ethics. Attitude is one of the most important concepts in modern social psychology. In contemporary US social psychology, the concept of attitude is probably the most distinctive and essential. Attitude, like many psychological variables, is not a directly observable essence, but a hypothetical construct about the nature of human behavior. The concept of attitude does not refer to any particular action, but is an abstraction of a large number of related reactions or actions. In another study, it was found that the values of the organization, benevolence, service, intimacy, empathy, cooperation, consultation, and participation in the optimal performance of job duties and organization are components of organizational ethics, these results are consistent with the findings of the present study. Attitude is a state of mental and psychological readiness that is organized based on experience and has a dynamic and directional effect on a person's reaction to all the objects and situations he encounters. Attitude is therefore seen as the desire to respond to a person, an idea, or a situation in a particular way, and in fact reflects an inner desire and motivation to do or not to do a particular behavior. It is a combination of favorable and unfavorable beliefs, tendencies, or feelings, which refers to a person's readiness and willingness to react in a relatively constant way to specific objects, people, and events. Attitudes are fixed personal characteristics that give people a positive or negative view of working conditions. Attitude is not visible or palpable, but is inferred from a person's words or actions. Therefore, the study of employees' attitudes in different organizations due to the significant results that can have on improving organizational behaviors, has been considered by researchers and experts in organizational behavior management and human resource management over the past few decades. Manpower spends most of its life in the organizational environment, it is natural that attention and awareness of the dimensions of physical, mental, and social health of employees are of great importance. In line with the results, it can be stated that attitude is a common understanding of the occurrence of behaviors that should be done. Development of organizational values, creating a responsible attitude towards society and organization, developing the atmosphere and ethical atmosphere based on Islamic principles, developing organizational virtues, and observing the principles of professional ethics in the organization. [ABSTRACT FROM AUTHOR]

Purpose To evaluate technicians' perceptions of how they are supported and supervised by pharmacists through assessment of various components of pharmacists' leadership behaviors in developing the technician workforce. Additional objectives included evaluating levels of pharmacy technician uncertainty about their future, job commitment, and turnover intention in relation to perceived pharmacist leadership behaviors. Methods This study employed a cross-sectional design involving administration of an online questionnaire survey. The target population was technicians certified through the National Healthcareer Association. The questionnaire was disseminated to a random, nationwide sample of 3,000 technicians. It solicited responses to an adapted version of the Multifactorial Leadership Questionnaire (MLQ), a 29-item instrument for measuring the frequency of observed pharmacist supervisory behaviors, which are categorized as transactional, transformative, or both. The questionnaire also inquired as to respondents' levels of future uncertainty, profession commitment, organization commitment, and turnover intentions. Results Responses were acquired from 882 certified pharmacy technicians, who reported their observance of pharmacy supervisory behaviors, as measured by the adapted MLQ, with moderate frequency. Higher technician-reported levels of transformative leadership behavior by pharmacists were associated with lower levels of future uncertainty, greater profession and organization commitment, and diminished turnover intentions. Conclusion Pharmacists' supervisory behaviors, namely transformative leadership behaviors, may be impactful to pharmacy technicians' attitudes and work-related outcomes. The pharmacy profession's leaders and educators might consider these results in educating current and future pharmacists so as to improve the workplace and, potentially, organizational and profession-wide outcomes in the delivery of care. [ABSTRACT FROM AUTHOR]

Background: There are remarkably high smoking rates in patients living with mental disorders (PLWMD), and the absence of a specific treatment policy for smoking cessation for these patients worldwide. The present study aimed to (i) investigate the quality of service and commitment to tobacco dependence treatment, and (ii) produce high-quality French versions of the Index of Tobacco Treatment Quality (ITTQ) and Tobacco Treatment Commitment Scale (TTCS). Methods: ITTQ and TTCS were used to assess French mental health professionals (n = 80). Both scales were translated from their original language following standard procedures (i.e. forward translation). Descriptive analysis for total score, each factor and item were calculated for the entire sample, followed by subgroup analysis by gender, and role of the practitioner. Results: Nurses presented higher levels of both treatment commitment and treatment quality in their mental health care units, compared to psychiatrists, and residents. Overall, counseling offering was low and there was a perception that it is unfair to take tobacco away from PLWMD. In the other hand, there were high levels of smoking assessment and perceptions that nicotine dependence should be included in drug treatment programs. Conclusions: There is a gap in tobacco treatment implementation for French PLWMD. The present pilot study alerts about the problem, and should stimulate larger studies validating such measures for wide use with French-speaking mental health professionals. French nurses presented higher levels of both treatment commitment and quality, and could be in a leadership position for such implementation. Encouraging the implementation of tobacco counseling within conventional mental health treatment is critical to improve cessation rates among this population. There is a potential for the sustainability of tobacco treatment interventions since the levels of commitment observed here were higher than in previous studies conducted abroad. [ABSTRACT FROM AUTHOR]

This study investigates the effect of training and development (T&D) on firm innovation. Given the inconsistent findings on the performance implications of T&D and the lack of studies on the T&D–innovation relationship, we elaborate the multiple dimensions of T&D, intermediate employee outcomes, and boundary conditions to elucidate the pathways of T&D toward firm innovation. We specifically identify two distinct T&D dimensions, namely, firm investment and employees' positive perceptions. The former and the latter, respectively, reflect top‐down and bottom‐up approaches. We suggest that these two dimensions indirectly affect firm innovative performance by enhancing employees' competence and commitment. We further hypothesize that T&D‐related contingencies (i.e., employees' voluntary participation and T&D evaluation) moderate the indirect effects of T&D on firm innovative performance. We examine the current framework by using multisource data collected at three time points over a 5‐year period from 325 Korean organizations. Our analysis confirms that the positive indirect effect of T&D on firm innovative performance through employees' competence and commitment becomes stronger (a) when employees voluntarily participate in T&D and (b) when firms do not implement T&D evaluation. This study provides useful and valid theoretical explanations and practical insights into the design and implementation of T&D in firms. [ABSTRACT FROM AUTHOR]

Using a sample composed of 701 food and beverage managers nested in 120 units and 40 Asian hotel properties, in the current study we investigated the effects of unit high‐performance work system (HPWS) use and unit support climate on individual unit members' human resource outcomes (job performance behaviors: in‐role and organizational citizenship behaviors). The results support the hypothesized relationships among unit HPWS use, unit support climate, individual affective commitment, and individual job performance behaviors. The current study's findings illuminate the ways (e.g., mediation and moderation) in which the unit support climate advances positive organizationally relevant individual‐level human resource outcomes. Findings, implications, and limitations as well as avenues for future research are discussed. [ABSTRACT FROM AUTHOR]

Workplace inclusion is recommended for improving human service employee job satisfaction and commitment; however, limited research explores how perceptions of inclusion may differ by employee race and ethnicity. This study investigated the relationships between employee perceptions of department and workgroup inclusion with employee job satisfaction and commitment, and whether these perceptions differed by employee race and ethnicity. Data was collected at three time points from a U.S. nonprofit health care organization. Multiple group structural equation modeling results indicated that workgroup inclusion served as a critical focal point for cultivating department inclusion, employee job satisfaction, and workgroup commitment for employees of color. [ABSTRACT FROM AUTHOR]

Courageous behaviors are risky and devoted actions performed primarily for the benefit of others, and they closely relate to many beneficial organizational (e.g., commitment) outcomes. Even courage plays a crucial role in many professions' results; investigating it in military content is a primary issue. This paper examined the relationship between the Big Five personality traits and organizational commitment and the moderator role of courage in this relationship by focusing on coast guards. Cross-sectional survey data (n = 512) were obtained from employees and analyzed using the least square method regression analysis. The results showed that the Conscientiousness trait is a strong antecedent for organizational commitment, and courage emerges as a moderator for the relationship between personality traits and organizational commitment. High courage strengthened the effect of Conscientiousness-Emotional Stability on normative commitment, Extraversion-Agreeableness on affective commitment, Openness on continuance, and normative commitment. Practitioners might recruit high conscientious, agreeable, emotionally stable, and courageous candidates considering correlational and moderating effects. [ABSTRACT FROM AUTHOR]