Managing the Aftermaths of Contracting in Public Transit Organizations: Employee Perception of Job Security, Organizational Commitment and Trust

2013 ◽  
Author(s):  
Isaiah Ugboro ◽  
Kofi Obeng
Keyword(s):  
Organizational Commitment ◽  
Public Transit ◽  
Job Security ◽  
Employee Perception

Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

2019 ◽  
pp. 1-31 ◽  
Author(s):  
Hyunkang Hur
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Security Policy ◽  
Meta Analysis ◽  
Work Attitudes ◽  
Job Security ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship

AbstractThis article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

Does employee-perceived reputation contribute to citizenship behavior?

2014 ◽  
Vol 26 (4) ◽  
pp. 593-609 ◽  
Author(s):  
Hui Fu ◽  
Yaoqi Li ◽  
Yanhong Duan
Keyword(s):  
Organizational Commitment ◽  
Corporate Reputation ◽  
Structural Equation ◽  
Current Knowledge ◽  
Reputation Management ◽  
Equation Modeling ◽  
Citizenship Behaviors ◽  
Employee Perception ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this study is to propose and verify a research model that investigates the mediating role of organizational commitment on the relationship between hotel employee-perceived reputation and organizational citizenship behaviors (OCBs). Design/methodology/approach – Based on the data obtained from a sample of 323 hotel employees in China, the reliability, validity and hypothesized relationships in the model were tested through structural equation modeling using LISREL 8.70. Findings – Empirical results show that different dimensions of corporate reputation affect OCBs differently. Social responsibility reputation has both direct and indirect effects on OCBs, while there is no direct link between employee-treatment reputation and OCBs. The relationship between corporate reputation and OCBs is mediated by organizational commitment. Practical implications – Hotel managers should pay more attention to employee perception of the hotel’s reputation. Reputation management is as important as reputation building. Favorable perception of hotel’s reputation contributes to positive behavioral intentions. Originality/value – Most recent research has explored the relationship between corporate reputation and customer behaviors. However, few studies take employee perception of reputation into consideration. This study tried to fill this void. Also, this study contributes to the current knowledge of both the reputation literature and citizenship literature by exploring the mediation of organizational commitment on the relationship between employee-perceived reputation and citizenship behaviors through data obtained from Chinese hotels.

scholarly journals PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP KOMITMEN ORGANISASI

IQTISHODUNA ◽  
2012 ◽  
Author(s):  
M. Isa Anshori
Keyword(s):  
Organizational Commitment ◽  
Job Security ◽  
Job Design ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Independent Variable ◽  
Personal Needs ◽  
T Values

Quality of work life is a level where members of an organization is able to satisfy important personal needs through his experience in doing the job in the organization. As well as the high commitment of the employees at the organization's employees will exert all their ability to perform all tasks assigned to them, including obey all the rules. Based on the comparison of t-values calculated by t-table where the t-calculated value was greater than the value of t-table then H0 refused and H1 accepted, meaning that independent variable compensation, job design, participation and job security partially have a significant effect on Insurance employees' organizational commitment "X" in Surabaya

scholarly journals Talent management and organizational commitment: the partial mediating role of pay satisfaction

2020 ◽  
Vol 42 (4) ◽  
pp. 863-881 ◽  
Author(s):  
Roberto Luna-Arocas ◽  
Ignacio Danvila-Del Valle ◽  
Francisco J. Lara
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Talent Management ◽  
Pay Satisfaction ◽  
Employee Perception ◽  
Content Type ◽  
Mediating Role ◽  
Compensation Systems ◽  
Confirmatory Factor

PurposeThe purpose of this study is to better understand the role of pay satisfaction and employee perception of talent management in business loyalty strategies, which implies considering both economic and non-economic variables in order to achieve organizational success.Design/methodology/approachResults from a survey of 198 workers were analysed using structural equation modelling (SEM) based on three constructs (confirmatory factor analysis, CFA). The scales used were: employee perception of talent management, pay satisfaction, and organizational commitment. Pay satisfaction acts as a mediating variable in the significant relationship between the perception of talent management and organizational commitment.FindingsThe partial mediating model hypothesised was supported by the SEM model, indicating that loyalty strategies require both good talent management and a good compensation system.Research limitations/implicationsThe article promotes the use of mediating variables as an explanation to better understand the strategies of loyalty in the management of talent, framed within the model of the resource-based view (RBV) theory.Practical implicationsThe implications are important for practitioners, who normally put every effort into strategies related to economic reinforcement, since the model suggests that they should also strive to correctly apply talent management.Social implicationsThe study suggests the need to understand better retributive systems with an application of talent management based on improvement and professional development.Originality/valueThe originality lies in the article stating that the application of good talent management must be complemented with adequate compensation systems in order to achieve efficient retention strategies for talented employees.

Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates

1996 ◽  
Vol 79 (1) ◽  
pp. 315-321 ◽  
Author(s):  
Ahmed A. Alnajjar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
United Arab Emirates ◽  
Job Security ◽  
Job Status ◽  
Satisfaction Questionnaire ◽  
Job Commitment ◽  
Job Requirements

The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.

scholarly journals The Effect of Job Security on the Commitment of Teachers in Ghana: The Mediating Role of Career Satisfaction

2020 ◽  
Vol 17 ◽  
Keyword(s):  
Organizational Commitment ◽  
Human Resource Development ◽  
Career Satisfaction ◽  
Measurement Model ◽  
Job Security ◽  
Positive Influence ◽  
Cape Coast ◽  
Four Dimensions ◽  
Mediating Role

This study sought to assess the effect of job security on the commitment of teachers in the Cape Coast Metropolis of Ghana. The study further assessed the mediating role of career satisfaction in the relationship between job security and organizational commitment. Using an explanatory survey design, 228 senior high school teachers were systematically selected and surveyed accordingly. The estimated target population was 530 teachers. An internal consistency of .807 was recorded for the instrument. Data processing and analysis were done using SPSS and SMART PLS to assess the effect of job security on the four dimensions of organizational commitment (affective, continuance, normative, and value commitment). The measurement model met all the quality criteria. It was found that job security had a positive influence on all four dimensions of organizational commitment as well as career satisfaction. Similarly, career satisfaction had a positive influence on all four dimensions of organizational commitment. Furthermore, career satisfaction mediated the relationships among job security and all dimensions of organizational commitment except value commitment. Thus, the findings suggest that Ghana Education Service should institute policies and measures that enable teachers to feel more secure in their job, and increase their opportunities for career development in Ghana’s public senior high schools. Additionally, teachers should take advantage of human resource development policies initiated by their respective institutions to increase the level of their career satisfaction and consequently, their commitment to their respective schools.

Employee Perceptions of Outsourcing of Information Technology Operations

2008 ◽  
pp. 2711-2722
Author(s):  
Lynda Roberson Louis
Keyword(s):  
Information Technology ◽  
Human Resource ◽  
Job Security ◽  
Employee Perceptions ◽  
It Outsourcing ◽  
Action Plans ◽  
Employee Perception ◽  
Career Opportunities ◽  
It Employees ◽  
Adoption Model

Little research exists that address employee perceptions of information technology (IT) outsourcing, and its effects on IT employees. This chapter examines a study that investigated perceptions of employees directly involved in IT outsourcing and correlated these perceptions with factors identified in earlier studies. The following human resource factors associated with outsourcing were evaluated: job security, benefits and compensation, morale, productivity, training and skills, and career opportunities. The study evaluated four hypotheses that contended transitioned employees benefited more from IT outsourcing. Results substantiated those of two previous studies of employee perception of IT outsourcing. However, there was no statistical evidence to support the contention that transitioned professionals benefit more from outsourcing than retained professionals. To assist management with addressing these issues, a Modified Management Outsourcing Adoption Model, based on an earlier study, is presented as a tool for use in management action plans to incorporate employee perspectives into the outsourcing process and potentially lead to more successful outsourcing ventures.

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