scholarly journals The Moderating Effect of Ethical Climate on the Relationship between Job Satisfaction and Organizational Commitment: Evidence from Large Companies in Turkey

2012 ◽  
Vol 58 ◽  
pp. 734-743 ◽  
Author(s):  
Cemal Zehir ◽  
Büşra Müceldili ◽  
Songül Zehir
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Ethical Climate ◽  
Moderating Effect ◽  
The Relationship

Procedural Fairness, Public Service Motives, and Employee Work Outcomes: Evidence From Pakistani Public Service Organizations

2017 ◽  
Vol 39 (2) ◽  
pp. 276-299 ◽  
Author(s):  
Samina Quratulain ◽  
Abdul Karim Khan ◽  
Meghna Sabharwal
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Service ◽  
Procedural Fairness ◽  
Moderating Effect ◽  
Service Organizations ◽  
Work Outcomes ◽  
Future Research ◽  
Public Service Organizations ◽  
The Relationship

Studies in public administration hypothesize the direct effect of public service motivation (PSM) on employee attitudes and behavior. We examine the relationship between public employees’ perceptions of procedural fairness on job satisfaction and organizational commitment, and propose the moderating effect of PSM dimensions on the aforementioned relationships. Using a sample of 232 respondents drawn from multiple public service organizations, our findings indicate a positive relationship between procedural fairness perceptions and employee work outcomes (job satisfaction and organizational commitment). PSM dimensions of attraction to policy making (rational motive) and public interest (normative motive) moderate the relationship between procedural fairness and employee outcomes. However, their effect was significant only for individuals who experienced low levels of these motivations. The moderating effect of compassion (affective motive) was significant for individuals possessing high level of compassion. The implications and future research directions are discussed.

scholarly journals The influence of work values on the employees’ organizational commitment

2013 ◽  
Vol 26 (4) ◽  
pp. 507-532
Author(s):  
YeSeul Jung ◽  
JiYoung Park ◽  
YoungWoo Sohn ◽  
YooJin Ha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Work Values ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Positive Effects ◽  
Extrinsic Work Values ◽  
Person Organization Fit ◽  
The Relationship

The first purpose of the study was to examine the mediating effect of work engagement and job satisfaction on the relationship between work values and organizational commitment. And the second purpose was to examine the moderating effect of person-organization fit on the relationship of work values and work engagement, organizational commitment. The survey data were gathered from 253 employees in Korea. As results, intrinsic work values had more positive effects on organizational commitment than extrinsic work values. Work engagement and job satisfaction sequentially mediated in the relationship between intrinsic/extrinsic work values and organizational commitment. Also, person- organization fit did not moderate the association between intrinsic/extrinsic work values and work engagement, but person-organization fit had moderating effect on the link between intrinsic/extrinsic work values and organizational commitment. This results indicated that the relation of intrinsic work values to organizational commitment was stronger when person-organization fit was high than low. The relation of extrinsic work values to organizational commitment was positive when person-organization fit was high, but the relation was negative when person-organization fit was low. Implications and directions for the future research were discussed.

Do a company’s sincere intentions with CSR initiatives matter to employees?

2018 ◽  
Vol 9 (4) ◽  
pp. 355-371 ◽  
Author(s):  
Seoki Lee ◽  
Kiwon Lee ◽  
Yixing (Lisa) Gao ◽  
Qu Xiao ◽  
Martha Conklin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Online Survey ◽  
Moderating Effect ◽  
Content Type ◽  
Job Commitment ◽  
Main Effect ◽  
External Stakeholders ◽  
Corporate Social ◽  
The Relationship

Purpose This study aims to examine how employees’ perceptions of customer-related and employee-related corporate social responsibility (CSR) initiatives influence their job satisfaction. Further, the study investigates whether employees’ organizational commitment mediates this proposed relationship and, more importantly, tests how such mediated relationships change according to the level of employees’ perceptions of their company’s sincerity in investing in CSR activities. Design/methodology/approach This study used an online survey to collect data and collected a total of 490 responses for the main analysis. A regression analysis and standard path-analytic approaches described by Hayes (2013) were conducted to test the proposed hypotheses. Findings Findings support the main effect of customer- and employee-related CSR on employees’ job satisfaction mediated by employees’ organizational commitment, as well as the moderating effect of the perceived sincerity of customer-related CSR but not employee-related CSR. Originality/value The current study focuses on comparing two types of CSR initiatives, i.e. employee- and customer-related, because these two groups are any company’s core stakeholders with the closest relationship to its operations, and they represent the internal and external stakeholders, respectively. Further, the current study investigates the moderating effect of employees’ perceptions of the sincerity of their company’s CSR initiatives on the relationship between the two types of CSR initiatives and employees’ job commitment.

scholarly journals Ethical Climate, Job Satisfaction, and Organizational Commitment of Hotel Employees

2020 ◽  
Vol 3 (3) ◽  
pp. 96-106
Author(s):  
Carmen C. Menes ◽  
Ismael A. Haguisan III
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Environment ◽  
Random Sampling ◽  
Ethical Climate ◽  
Survey Questionnaire ◽  
Organizational Productivity ◽  
Hotel Employees ◽  
Ethical Work ◽  
The Relationship

Ethical climate in the workplace has a relationship with job satisfaction and organizational commitment; thus, influencing organizational productivity. This descriptive-correlational study confirmed the relationship between ethical climate, job satisfaction, and hotel employees’ organizational commitment. Using stratified random sampling proportionate allocation, 152 employees from two hotels with the same owner and management were identified as respondents. An adapted-modified survey questionnaire was used to collect the data.  Mean, standard deviation, and Pearson r were used to analyze the data. The employees in the standard class hotels perceived an ethical work environment.  They were slightly satisfied and committed to their job. Their perceived ethical climate showed a significant relationship with job satisfaction and organizational commitment. The management may explore various ways to improve the ethical climate, job satisfaction, and organizational commitment of employees to attain higher productivity.

Organizational Commitment and Job Satisfaction

2012 ◽  
pp. 138-161
Author(s):  
Sandra M. Sánchez Cañizares ◽  
Fernando J. Fuentes García
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equations ◽  
Moderating Effect ◽  
Structural Equations Modeling ◽  
Proposed Model ◽  
The Relationship ◽  
Perceptual Factors

People are an essential source on the competitiveness of organizations. Numerous authors have recognized the importance of organizational commitment and job satisfaction as key attitudes related with work and influencing aspects like rotation, absenteeism or productivity. However, a clearly delimited posture on the relationship between both constructs does not exist. It is because of this that the present work theoretically analyses several models regarding this matter. Subsequently a proposed model is estimated and validated using the methodology of Structural Equations Modeling (SEM). This model confirms the influence of job satisfaction over organizational commitment and its moderating effect on the influence on the latter of various perceptual factors of the employee related to his/her work.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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