Impact of Owner-Manager Type of Control on Employee Commitment

Running Head: RESEARCH METHODS
RESEARCH METHODS
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Research Aims and Objectives...................................................................................................3
Research Questions....................................................................................................................4
Literature Review.......................................................................................................................4
Theoretical Framework..........................................................................................................4
Conceptual Framework..........................................................................................................8
Impact of Owner-Manager type of Control on Affective Commitment of Employees.........9
Condition in which Type of Owner-Manager Control is related to Increase or Decrease of
Employee’s Affective Commitment....................................................................................11
Type of Managerial Control Influencing Affective Commitment Level of Employee.......14
Research Methodology.............................................................................................................16
Conclusion................................................................................................................................17
Reference..................................................................................................................................20

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Introduction
Commitment is psychological force, which drives the individuals for adopting
behavior towards object. The value of commitment concept is that it describes motivation of
person for acting independently of his extrinsic benefits or attitudes, which he draws from his
actions. The different types of commitment depend on the concerned object. The commitment
object may be social such as commitment of individual towards his company or non-social
such as commitment towards his objective, work, projects or others. The individual
commitment or organizational commitment to company, which employs them has been the
subject of various models and studies (Zarban 2018). Further, the leader or manager of
organization requires power for influencing behaviors of employees and the managers cannot
be effective without power as well as proper using of it at their workplace. They enjoy
different powers for influencing behavior of employees and without it they will not be
successful. Leaders are empowered by power and therefore, it is potential ability of the
person for affecting group and individual’s behavior in intended direction (Xiong et al.
2016).
The commitment of organization has been used as tool for decreasing absenteeism
and turnover of employee and reduces human resources management expenses by reducing
the turnover of employee that imposes huge costs on organization. The commitment of
employee can be described with the help of the social exchange theory, where relationship
between employer and manager can be regarded as mutual exchange process of the resources
as per this theory (Suan and Nasurdin 2016). This includes permanent offerings of re-
establishment and benefits of the balances among obligations and expectations. The mutual
obligations among managers and employees might be because of formal contracts, which are
included in contract of employment and or indicates the expectation, which appears in form
of the unwritten psychological contracts. The employees’ tries compensating based on

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perception of the obligations. The affective commitment is effective attachment of individual
to the organization. It is significant concept for perceiving loyalty towards company and self-
sacrifice of employees for organization (Siyanbola and Gilman 2017). It is most significant
dimension of the organizational commitment, which could be used for predicting job
behavior, turnover intension and absenteeism. The recently conducted research indicates
results of meta-analysis, which discloses three dimensions of the commitment of
organization, in which affective commitment had most positive and strongest correlation with
the desirable consequences of job, for instance paying more attentions to the performance as
well as citizenship behavior of organization (Steyn, Bezuidenhout and Grobler 2017).
Although factors affecting commitment of organization such as behavior of leadership
have long been studied in literatures on the behavior of organization, managerial power is
considered to be the most significant determinants of the affective commitment, which has
been less considered. Hence, current study tried exploring effects of the managerial control
type on affective commitment of employee in hotel small business in Jamaica. This paper
will discuss the theories related to the topic and then conceptual model will be build. Further,
discussion will be on research background in field of the managerial power or control,
affective commitment and the theory. Moreover, methodology will be discussed and lastly
based on analysis, findings will be discussed and the conclusion will be represented.
Research Aims and Objectives
The aim of the research study is to analyze the effect of managerial type of control on
the affective commitment of employee in Hotel Small Business Jamaica. Hence, main
objectives of the proposed research study are as follows:
 To investigate impact of owner-manager type of control on the employee’s affective
commitment.

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 To examine conditions under which type of owner-manager control is related to
increase or decrease of employees’ affective commitment.
 To explore what particular type of managerial controls influence employee’s level of
affective commitment?
Research Questions
This research study aims to answer following question:
 What is the effect of owner-manager type of control on employee’s affective
commitment in hotel small business Jamaica?
Literature Review
Theoretical Framework
Managerial Control
Managerial control or power is the most vital realities of the life of organization. The
managers consider control as their indispensable part of the task and job. They get familiar
with the way it is used for accelerating purposes as well as those of company through
utilizing it properly. Any kind of social relationships or interactions in company involves
control and power. The way people are controlled relates to subject of the influence and
power. Theoreticians of the organizational behavior have proposed various typologies of the
power resources (Schlicht 2018). Power typology is composed of the five key power sources,
which includes reward power, referent power, coercive power, legitimate power and expert
power. The successful mangers and leaders are those, who uses powers for influencing their
employees effectively and managers knows that power and control uses is vital for
reinforcing leadership. The commitment of employees is affected by the job characteristics,
work experience, organizational characteristics, job opportunities, personal characteristics
and group-leader relations. The behavior of leader, organizational culture and perceived

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support of organization are affected by the organizational commitment of employees (Singh
et al. 2019).
Affective Commitment
The commitment of organization is the attitudes of job that is having special status
among theoreticians of the organizational behavior. There are some theoreticians, who
considers commitment as one-dimensional concept and others considers it as multi-
dimensional concept. The commitment links individual to entity and decreases possibility of
employees’ turnover. Some of the researchers states that commitment of organization shows
unique relationship in between individual and organization that explains behavior of
individual in organization (Redditt, Gregory and Ro 2019).
The commitment of organization is having three elements. The first element is
continuous commitment. The cost of leaving organization is calculated by individual and he
or she thinks that about costs and benefit of leaving the organization. The second element is
normative commitment. Under this, the employees think that whether staying in organization
is a right decision or they should leave the organization. The last commitment is affective
commitment. It is the affective commitment of employee with entity, so that the people
identify themselves with the organization in which he or she is working. The application of
affective commitment is to the sensitive attachment to entity, identification with entity and
involvement in entity (Phetkaew 2015). Some of the researchers claims that the commitment
of organization is affective relationship with the special entity that has three vital parameters
in attitudes of individuals towards organization. The first parameter is identification, which
includes institutionalization of the values and purposes of company. The second parameter is
participation, which includes the activity that employees does as part of her or his role. The