scholarly journals The Impact of Islamic Spirituality on Job Satisfaction and Organisational Commitment: Exploring Mediation and Moderation Impact

Author(s):  
Mehmet Asutay ◽  
Greget Kalla Buana ◽  
Alija Avdukic

AbstractResearch into spirituality and its impact on the work environment has been bourgeoning. In an attempt to explore the role of Islamic spirituality in the workplace, this study examines the influence of Islamic spirituality on job satisfaction and organisational commitment through work ethics. Data are obtained by an online Likert-scaled questionnaire survey based on one thousand Muslim employees from various economic sectors in Indonesia and analysed through structural equation modelling (SEM). The findings demonstrate that Islamic spirituality positively influences job satisfaction and organisational commitment as two dimensions of work attitudes and that work ethics mediate that influence. There is also evidence that job satisfaction positively influences organisational commitment, but work ethics does not moderate that influence. The findings related to the role of work ethics, which mediates the effect of Islamic spirituality on job satisfaction and organisational commitment, can be considered the contribution of this study.

2011 ◽  
Vol 17 (3) ◽  
pp. 307-325 ◽  
Author(s):  
Nekane Aramburu ◽  
Josune Sáenz

AbstractThe aim of this paper is to analyze the impact of different organizational enablers – i.e. ‘structural capital’ – on the ideation stage of innovation processes from an ‘intellectual capital’ (IC) perspective. Considering company size as one of the most relevant contingent variables as regards organizational conditions, the moderator role of this variable is also examined. To gather information about the variables under study, a questionnaire has been designed and addressed to the CEOs of a set of 142 Spanish manufacturing firms with more than 50 employees and which carry out R&D activities. Structural equation modelling (SEM) based on partial least squares (PLS) has then been applied in order to test the hypotheses drawn from the research. The results obtained show the organizational components which exert the greatest impact on the ideation phase and, therefore, the priority aspects to work on, in order to enhance this particular dimension of the innovation capability.


2013 ◽  
Vol 7 (3) ◽  
pp. 165 ◽  
Author(s):  
Amin Wahyudi ◽  
Tulus Haryono ◽  
Asri Laksmi Riyani ◽  
Mugi Harsono

The objective of this study is to examine the impact of work ethics on performance using job satisfaction and affective commitment as mediating variables. The variables used include the dimensions of multidimensional work ethic profile (independent variable), job satisfaction and affective commitment (mediating variables), and performance (dependent variable). The survey research design was applied to meet the objective of this study, with 400 questionnaires had been sent to the lecturers in Central Java. The Structural Equation Model (SEM) was adopted to test some hypotheses developed in this study. The findings, based on the response rate of 76% (304 of the 400) of the questionnaires successfully collected and ready for analysis, are that not all dimensions of multidimensional work ethic profile directly influence the task performance, of the dimensions of  multidimensional work ethic profile, only the dimension of hard work directly and significantly influence the task performance, job satisfaction mediates some of the dimensions of multidimensional work ethic profile on the task performance, and affective<br />commitment do not mediate the influence of all dimensions of multidimensional work ethic profile on the task performance.


Author(s):  
Sevcan KILIÇ AKINCI

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.


Author(s):  
Sara Elouadi ◽  
Tarek Ben Noamene

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.


2011 ◽  
Vol 11 (4) ◽  
pp. 391-407 ◽  
Author(s):  
Rene Van Wyk ◽  
Mandla Adonisi

This study investigates the prediction of job satisfaction using the important entrepreneurial characteristics of corporate entrepreneurship (CE), market orientation (MO) and organisational flexibility (F). In this study, Structural Equation Modelling (SEM) was used to predict the causal relationship between these entrepreneurial characteristics and job satisfaction (JS) as the outcome variable. It was found that the corporate entrepreneurship factors of work discretion, work improvement and rewards/reinforcement displayed a statistically significant common variance of ≥ 25.00 with extrinsic job satisfaction. The four Structural Equation Models built in this study indicated a reasonable to good fit with the data. Since all the entrepreneurial variables investigated can be controlled by management, it follows that the application of the research findings of this study can go a long way toward improving job satisfaction and possibly organisational performance through innovative entrepreneurial activities.


2020 ◽  
Vol 21 (2) ◽  
pp. 578-587
Author(s):  
Sulieman Ibraheem Al-Hawary ◽  
Mohammad Sultan Al-Syasneh

This research aims to investigate whether outsourcing mediates the impact of dynamic strategic capabilities on strategic entrepreneurship. The population of the research consists of top managers in five stars hotels. A sample of 215 respondents were selected for the research in which 186 questionnaires were valid for statistical analysis. Structural equation modelling (SEM) was used to test the hypotheses of the research. The results of the research indicate that outsourcing does not mediate the relationship between dynamic strategic capabilities and strategic entrepreneurship. All the dimensions of dynamic strategic capabilities have a statistical impact on strategic entrepreneurship, while the dynamic strategic capabilities dimension all affect outsourcing except the seizing capability. Based on the research results, managers and decision-makers have to focus on innovation functions by enhancing the role of knowledge management and R&D activities, as well as concentrate on employees training programs.


1998 ◽  
Vol 4 (1) ◽  
pp. 26-36 ◽  
Author(s):  
Chi-Sum Wong

AbstractThe present study replicates previous surveys in examining Hong Kong employees' organisational commitment, intention to leave, job satisfaction, self-perceived performance, and motivational job characteristics. The results suggest few changes over the four year period examined, despite the 1997 transition to China approaching. Structural equation modelling was used to examine the dimensionality of the organisational commitment scale used and the impacts of aspects of organisational commitment on various human resource outcomes were examined. The results confirmed the three commitment dimensions proposed by the scale's developers and suggested that continuance commitment has the strongest relationship with people's intention to leave, value commitment has the strongest relationship with job satisfaction and also has a positive impact on performance.


2014 ◽  
Vol 43 (1) ◽  
pp. 32-52 ◽  
Author(s):  
Zazli Lily Wisker ◽  
Athanasios Poulis

Abstract In this study, we examined the impact of emotional intelligence on sales performance. We posited that the impact of emotional intelligence (EI) on sales performance was mediated by adaptive selling behaviour (ASB). Data were collected from 281 sales people in the financial industries in Malaysia via the WLEIS emotional intelligence scale and ADAPTS adaptive selling behaviour scale, and were quantitatively analysed using structural equation modelling (SEM). Results were in keeping with the model. Three domains of EI were not found to impact sales performance directly but through ASB. Theoretical implications and managerial ramifications were also discussed.


Author(s):  
Chi-Sum Wong

AbstractThe present study replicates previous surveys in examining Hong Kong employees' organisational commitment, intention to leave, job satisfaction, self-perceived performance, and motivational job characteristics. The results suggest few changes over the four year period examined, despite the 1997 transition to China approaching. Structural equation modelling was used to examine the dimensionality of the organisational commitment scale used and the impacts of aspects of organisational commitment on various human resource outcomes were examined. The results confirmed the three commitment dimensions proposed by the scale's developers and suggested that continuance commitment has the strongest relationship with people's intention to leave, value commitment has the strongest relationship with job satisfaction and also has a positive impact on performance.


2014 ◽  
Vol 19 (5/6) ◽  
pp. 733-746 ◽  
Author(s):  
Young-Joon Seo ◽  
John Dinwoodie ◽  
Dong-Wook Kwak

Purpose – This purpose of this paper is to study the impact of innovativeness on supply chain integration (SCI) and supply chain performance (SCP) and the role of SCI in mediating between innovativeness in the supply chain and SCP. Innovativeness is an accepted driver to leverage firm performance. SCI and SCP require innovativeness in the supply chain, but their interrelationships have rarely been researched empirically. Design/methodology/approach – A questionnaire survey and structural equation modelling were used in this work. After a structural and measurement model was devised from existing supply chain literature, the main data were collected in a web-based questionnaire survey of South Korean manufacturers. Structural equation modelling was applied to test proposed hypotheses on the associations between variables, following a hierarchical analysis process. Findings – Innovativeness in the supply chain had a positive impact on both SCI and SCP. However, the direct impact of innovativeness on SCP disappeared when the model included SCI as a mediator. In specific, internal and supplier integration fully mediated innovativeness–SCP relationships, whereas customer integration had no mediating role on those relationships. The findings suggest that innovativeness can influence SCP only when the manufacturer’s level of SCI is sufficiently effective in developing necessary supply chain practices. Research limitations/implications – In this work, innovativeness in the supply chain effectively influenced SCP through the mediation of SCI. However, cross-sectional analysis in one nation using one response per organisation invites validation embracing other geographical areas and longitudinal studies. Practical implications – Design of an innovative culture within a firm and along a supply chain can enhance SCI practices by stimulating innovativeness. A high level of SCI should be pursued to effectively transform innovativeness into performance. Originality/value – This work seminally examines the effect of innovativeness in the supply chain on SCI and SCP as well as the mediating role of SCI in the relationships between innovativeness and SCP.


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