{"id":434186,"date":"2026-08-24T17:24:11","date_gmt":"2026-08-24T09:24:11","guid":{"rendered":"https:\/\/library.usj.edu.mo\/?post_type=tnc_col_19837_item&p=434186"},"modified":"2026-08-24T18:32:41","modified_gmt":"2026-08-24T10:32:41","slug":"conflict-between-affective-versus-continuance-commitment-among-casino-dealers","status":"publish","type":"tnc_col_19837_item","link":"https:\/\/library.usj.edu.mo\/zh\/scholarly-work-usj\/conflict-between-affective-versus-continuance-commitment-among-casino-dealers\/","title":{"rendered":"CONFLICT BETWEEN AFFECTIVE VERSUS CONTINUANCE COMMITMENT AMONG CASINO DEALERS"},"content":{"rendered":"

PURPOSE \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u2013 THE PURPOSE OF THIS PAPER IS TO EMPIRICALLY INVESTIGATE THE EXTENT OF THE REPORTED LOW AFFECTIVE COMMITMENT COMPARED TO CONTINUANCE COMMITMENT OF CHINESE CASINO DEALERS, TO DISCERN IF THERE IS A SIGNIFICANT DIFFERENCE BETWEEN THE TWO TYPES OF COMMITMENT, AND TO IDENTIFY FACTORS THAT COULD EXPLAIN THE DIFFERENCE BETWEEN THEM. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 DESIGN\/METHODOLOGY\/APPROACH \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u2013 QUESTIONNAIRE DATA WERE OBTAINED FROM 247 CHINESE CASINO DEALERS WORKING FOR THE THREE MAJOR CASINO GROUPS IN MACAU. CORRELATIONS AND REGRESSIONS WERE USED TO ANALYZE THE DATA. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 FINDINGS \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u2013 DEALERS\u2019 AFFECTIVE COMMITMENT WAS SIGNIFICANTLY LOWER THAN THEIR CONTINUANCE COMMITMENT, SUGGESTING DEALERS DO NOT LIKE THEIR JOBS BUT DO NOT LEAVE THEM, WHICH INDICATES THEY HAVE COGNITIVE DISSONANCE ABOUT THEIR JOBS. ORGANIZATIONAL SOCIALIZATION, ORGANIZATIONAL SUPPORT, AND SUPERVISOR INTEGRITY WERE POSITIVELY CORRELATED WITH AFFECTIVE COMMITMENT||WHILE VALUE OF MONEY, PAY SATISFACTION, AND NEUROTICISM, WERE POSITIVELY CORRELATED WITH CONTINUANCE COMMITMENT. ORGANIZATIONAL SUPPORT WAS THE STRONGEST PREDICTOR OF AFFECTIVE COMMITMENT, WHILE THE VALUE THEY PLACE ON MONEY WAS THE STRONGEST PREDICTOR OF CONTINUANCE COMMITMENT. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 PRACTICAL IMPLICATIONS \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u2013 CASINO MANAGERS COULD IMPROVE DEALERS\u2019 AFFECTIVE COMMITMENT BY FACILITATING THEIR ORGANIZATIONAL SOCIALIZATION, ESPECIALLY TRAINING AND REWARDS FOR THEIR WORK, PROVIDING GREATER ORGANIZATIONAL SUPPORT, AND FAIR AND SUPPORTIVE TREATMENT FROM THEIR SUPERVISORS. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 ORIGINALITY\/VALUE \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u2013 THIS IS THE FIRST STUDY TO PROVIDE EVIDENCE OF THE DIFFERENCE BETWEEN AFFECTIVE AND CONTINUANCE COMMITMENT IN CHINESE SOCIETY, AND IDENTIFIES FACTORS THAT INFLUENCE EACH TYPE OF COMMITMENT, AND MAY HELP RESOLVE THE EMPLOYEES\u2019 DILEMMA ABOUT THEIR JOBS, WHICH IS AN IMPORTANT CONCERN FOR CHINESE MANAGERS.<\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","format":"standard","class_list":["post-434186","tnc_col_19837_item","type-tnc_col_19837_item","status-publish","format-standard","hentry","tnc_tax_19818-english","tnc_tax_19716-faculty-of-health-sciences","tnc_tax_19659-journal-article"],"taxonomy_info":[],"featured_image_src_large":false,"author_info":[],"comment_info":0,"featured_img":false,"coauthors":[],"author_meta":{"author_link":"https:\/\/library.usj.edu.mo\/zh\/author\/emilychan\/","display_name":"emily chan"},"relative_dates":{"created":"Posted 3 \u5929 ago","modified":"Updated 3 \u5929 ago"},"absolute_dates":{"created":"Posted on 24 8 \u6708, 2026","modified":"Updated on 24 8 \u6708, 2026"},"absolute_dates_time":{"created":"Posted on 24 8 \u6708, 2026 5:24 \u4e0b\u5348","modified":"Updated on 24 8 \u6708, 2026 6:32 \u4e0b\u5348"},"featured_img_caption":"","tax_additional":{"tnc_tax_19993":{"linked":[],"unlinked":[],"slug":"tnc_tax_19993","name":"SDGs"},"tnc_tax_19818":{"linked":["ENGLISH<\/a>"],"unlinked":["ENGLISH<\/span>"],"slug":"tnc_tax_19818","name":"LANGUAGE"},"tnc_tax_19716":{"linked":["FACULTY OF HEALTH SCIENCES<\/a>"],"unlinked":["FACULTY OF HEALTH SCIENCES<\/span>"],"slug":"tnc_tax_19716","name":"FACULTY \/ RESEARCH UNIT"},"tnc_tax_19664":{"linked":[],"unlinked":[],"slug":"tnc_tax_19664","name":"SUBJECT"},"tnc_tax_19659":{"linked":["Journal Article<\/a>"],"unlinked":["Journal Article<\/span>"],"slug":"tnc_tax_19659","name":"Document Type"}},"series_order":"","_links":{"self":[{"href":"https:\/\/library.usj.edu.mo\/zh\/wp-json\/wp\/v2\/tnc_col_19837_item\/434186","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/library.usj.edu.mo\/zh\/wp-json\/wp\/v2\/tnc_col_19837_item"}],"about":[{"href":"https:\/\/library.usj.edu.mo\/zh\/wp-json\/wp\/v2\/types\/tnc_col_19837_item"}],"replies":[{"embeddable":true,"href":"https:\/\/library.usj.edu.mo\/zh\/wp-json\/wp\/v2\/comments?post=434186"}],"version-history":[{"count":1,"href":"https:\/\/library.usj.edu.mo\/zh\/wp-json\/wp\/v2\/tnc_col_19837_item\/434186\/revisions"}],"predecessor-version":[{"id":436089,"href":"https:\/\/library.usj.edu.mo\/zh\/wp-json\/wp\/v2\/tnc_col_19837_item\/434186\/revisions\/436089"}],"wp:attachment":[{"href":"https:\/\/library.usj.edu.mo\/zh\/wp-json\/wp\/v2\/media?parent=434186"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}