Twelve‐month organizational study examining the associations among behavioral healthcare worker's perceptions of autonomy, decision‐making power, organizational commitment, and burnout: Reconceptualizing the role of commitment in shaping staff member experiences of the work environment

2021 ◽  
Author(s):  
Travis Hales ◽  
Thomas Nochajski ◽  
Susan Green ◽  
Samantha Koury
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Work Environment ◽  
Staff Member ◽  
Behavioral Healthcare ◽  
Organizational Study ◽  
Worker's Perceptions

EXPRESS: Cruel optimism as organizing strategy in USA Gymnastics: The threat of high stakes organizations in precarious times

2021 ◽  
pp. 001872672110546
Author(s):  
Amy Way
Keyword(s):  
Decision Making ◽  
Sexual Abuse ◽  
Organizational Commitment ◽  
Young People ◽  
Medical Care ◽  
Youth Sports ◽  
Organizational Practices ◽  
High Stakes ◽  
Sports Organizations

In January of 2018, after decades of sexual abuse of hundreds of athletes under his medical care, Larry Nassar faced 156 of the women he victimized when they testified at his sentencing hearing and detailed the abuse. In the wake of the Nassar verdict, gymnastics and other youth sports organizations have come under fire for abusive practices that victimize young people. Scholars have recently argued for an approach to understanding sexual violence as an organizational, rather than individual phenomenon. The power organizations have to inflict violence on their members requires an understanding of the increased role of organizations in our decision-making and the shaping of our values and desires. Through an analysis of testimonies submitted by the women who were victimized by Nassar as children, I argue that violence was intentionally deployed as an organizational strategy by USA Gymnastics. Abusive organizational practices traumatized girls, leading them to recalibrate their expectations for what was normal and acceptable, ultimately facilitating their abuse. I propose ‘high stakes organizations’ as contexts particularly vulnerable to violent organizational practices. I argue that in these high stakes organizations, trauma is likely to be deployed as a strategy for organizational commitment, further fostering precarity in modern organizations.

Investigating the Mediating Role of Knowledge Sharing on Employee Engagement

2020 ◽  
Vol 11 (1) ◽  
pp. 47-63 ◽  
Author(s):  
Ibrahim M. Al-Jabri
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Employee Engagement ◽  
Social Factors ◽  
Mediation Effect ◽  
Research Model ◽  
Factors Affecting ◽  
Mediating Role

This article proposes a research model that explores the social factors affecting knowledge sharing and employee engagement and examines the mediating role of knowledge sharing on employee engagement. Data was collected from 191 employees from a large holding company and the research model was empirically tested using partial least squares analysis. The results show that coworker congruence, organizational commitment, and participative decision-making affect knowledge sharing and employee engagement. The findings also reveal that knowledge sharing has a full mediation effect between coworker congruence and employee engagement and between decision-making and employee engagement. In addition, knowledge sharing also has a partial mediation effect between organizational commitment and employee engagement. This study is a pioneering attempt to understand the effects of social factors on knowledge sharing and employee engagement. The findings of this study will be helpful to organizations using knowledge sharing systems as mechanisms to promote knowledge sharing and employee engagement.

scholarly journals Work Environment and Organizational Learning Towards Employee Performance: The Mediating Role of Organizational Commitment

2019 ◽  
Vol 13 (4) ◽  
pp. 258-274
Author(s):  
La Hatani ◽  
Muh. Hikbal Bulang ◽  
Rahmat Madjid ◽  
Murdjani Kamaluddin ◽  
Nursaban Rommy ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Learning ◽  
Work Environment ◽  
Employee Performance ◽  
Mediating Role

scholarly journals A Study in the Relationship Between Supportive Work Environment and Employee Retention: Role of Organizational Commitment and Person–Organization Fit as Mediators

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402092469
Author(s):  
Shumaila Naz ◽  
Cai Li ◽  
Qasim Ali Nisar ◽  
Muhammad Aamir Shafique Khan ◽  
Naveed Ahmad ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Fast Food ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Person Organization Fit ◽  
Relationship Of ◽  
The Relationship

The main aim of the study was to empirically investigate the mediating role of organizational commitment (OC) and person–organization fit (POF) between the causal relationship of supportive work environment (SWE) and employee retention (ER). One thousand questionnaires were sent to the targeted population included employees of all chains of multinational fast-food brands (restaurants) in Lahore, Pakistan. The restaurants were selected from clusters by using a cluster sampling technique. Questionnaires were comprised of multiple items adopted from former studies to obtain responses using quantitative methodology. For statistical analysis and to test the proposed hypothesis, the partial least squares (PLS) structural equation modeling (SEM) technique was employed through Smart PLS 2.0 M3 software. The study’s findings elucidated that SWE has a positive and significant association with ER. In addition, OC and POF acted as mediators between the relationship of a SWE and ER. This study presented implications for human resource (HR) practitioners that they should endure developing mechanisms for imparting a SWE to foster healthy exchange relationships with people, which in turn will result in ER. This article significantly contributed to the extant literature on the relationship of the SWE and ER while highlighting the critical factors to be noticed for retaining key employees. This study also explicated the limitations and scope for further research.

Role of job satisfaction and work environment on the organizational commitment of nurses: a cross-sectional study

2019 ◽  
Vol 55 (4-5) ◽  
pp. 380-390 ◽  
Author(s):  
Seyda Seren Intepeler ◽  
Gülay Esrefgil ◽  
Fatma Yilmazmis ◽  
Nergiz Bengu ◽  
Nuray Gunes Dinc ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional

Workplace Spirituality and Employee Job Behaviour

Paradigm ◽  
2016 ◽  
Vol 20 (2) ◽  
pp. 159-175 ◽  
Author(s):  
Rabindra Kumar Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Work Environment ◽  
Employee Engagement ◽  
Affective Commitment ◽  
Meaningful Work ◽  
Workplace Spirituality ◽  
Organizational Studies ◽  
Professional Career

Effective employee job behaviour is often driven by suitable work environment that continually provides a meaningful job assignment throughout one’s professional career. Recent researches in organizational studies have strengthened the notion of workplace spirituality for creating meaningful job, delight, contentment and hope at work that generate employee engagement, and organizational commitment. Such type of job behaviour is expected to produce better job performance of employees while deriving higher productivity of the organization. Keeping this in view, the present study was designed to examine the role of workplace spirituality in employee job behaviour through the construct of employee engagement and organizational commitment. The findings revealed that factors of workplace spirituality significantly and positively influence job behaviour dimensions. It also reported that workplace spirituality has significant effects on vigour and affective commitment. The meaningful work dimension of workplace spirituality was found to be significant predictors of employee engagement and organizational commitment. The study has a number of implications for academicians and human resource (HR) professionals for devising suitable mechanisms to create individual–organization fitment interventions.

Graduates’ expectation gap: the role of employers and Higher Learning Institutes

2015 ◽  
Vol 7 (2) ◽  
pp. 372-384 ◽  
Author(s):  
Talat Islam ◽  
Ishfaq Ahmed ◽  
Zainab Khalifah ◽  
Misbah Sadiq ◽  
Muhammad Asim Faheem
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Higher Learning ◽  
Leadership Communication ◽  
Content Type ◽  
Expectation Gap ◽  
The Difference ◽  
Practical Implications

Purpose – The purpose of this paper is to examine the difference between fresh graduates’ expectations and actual experiences regarding work environment. Design/methodology/approach – A questionnaire-based survey was employed on 170 Malaysian fresh graduates. They were evaluated on the basis of their expectations and actual experiences which enabled the researcher to determine gaps. Findings – Using paired sample t-test it was found that there exist gaps regarding what fresh graduates expect and their actual experience regarding work environment. Leadership communication and decision making were found to be significantly related with job satisfaction whereas leadership was found to be related with organizational commitment. Research limitations/implications – The study used a selected sample from Malaysian graduates, the results might be different if samples are taken from a geographically different area. Practical implications – The study has implications for fresh graduates, employers and higher learning organization. Originality/value – Limited studies have examined fresh graduates regarding what they were expecting and actually experienced in the workplace. Moreover, the study also identifies how these gaps influence graduates’ job satisfaction and organizational commitment.

scholarly journals THE EFFECT OF DISCIPLINE, ORGANIZATIONAL COMMITMENT AND WORK ENVIRONMENT TO GAIN TEACHER PERFORMANCE IN PAUD

2019 ◽  
Vol 9 (2) ◽  
Author(s):  
Andi Sulistiadi ◽  
Otto Berman Sihite ◽  
Virza Utama Alamsyah
Keyword(s):  
Organizational Commitment ◽  
Data Collection ◽  
Work Environment ◽  
Teacher Performance ◽  
Research Tool ◽  
Digital Learning ◽  
Digital Device ◽  
Positive Effects ◽  
Study Population

This writing aims to prove several HR variables that affect the performance of teachers in this digital learning era. In this era of digital learning, it is believed that the role of the teacher as a channel for children's educators is even replaced by the digital device. Based on this phenomenon, teacher performance is assumed to decrease. This research was conducted at Pelita Harapan BangsaTegal. The study population was 57 teachers and data collection techniques were carried out by distributing questionnaires and the data were analyzed using the Smart PLS  research tool.3.0. The results of the analysis show that the HR variable consisting of Work discipline, Organizational Commitment and the Work Environment positively influences teacher performance. HR strategies have positive effects such as: disciplining all levels, expressed organizational commitment and fulfillment, and work costs that are designed as comfortable as possible for teachers can improve.

scholarly journals How Motivation Works to Promote the Relationship Between Work Environment and Organizational Commitment to the Performance of Dharmasraya District Secretariat

2020 ◽  
Vol 5 (1) ◽  
pp. 10
Author(s):  
Doli Putra Harahap ◽  
Juli Ronaldi ◽  
Darman Darman ◽  
Yulina Eliza
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Primary Data ◽  
Validity And Reliability ◽  
Scale Test ◽  
The Relationship

The purpose of this study was to determine the effect of work environment on employee work motivation, determine the effect of organizational commitment on employee work motivation, know the effect of work environment on employee performance, find out the effect of organizational commitment on employee performance, find out the effect of work motivation on employee performance, know the role work motivation in mediating the relationship between work environment and employee performance and knowing the role of work motivation in mediating the relationship between organizational commitment and employee performance. The object of research is employees in the Regional Secretariat of Dharmasraya Regency with a population of 85 people. The sampling technique is done by non-probability sampling with saturation sampling technique where all members of the population are used so that the number of research samples is 85 people. The type of data used is primary data, the data collection method uses questionnaires with a Likert scale. Test the research instrument to test the validity and reliability. Data analysis techniques consist of test data description, assumption test, path analysis and hypothesis testing. The results of the study found that there was a positive and significant influence of the work environment on work motivation, there was a positive and significant effect on organizational commitment to work motivation, there was a positive and significant effect on the work environment on employee performance, there was a positive and significant effect on organizational commitment to employee performance, there was an influence positive and significant work motivation on employee performance, there is no role of work motivation in mediating the relationship between work environment and employee performance with the value of an indirect influence smaller than its direct influence, there is no role of work motivation in mediating the relationship between organizational commitment and employee performance with the value of the indirect effect is smaller than the direct effect. The results of the study suggest that to improve employee performance, it is expected that an increase in work motivation, a conducive work environment and an increase in organizational commitment.

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