scholarly journals Impact of Perception of Performance Appraisal Politics on Affective Commitment: Mediate Effect of Perception of Organizational Support and Differentiation Effect of Perception Attribution

2021 ◽  
Vol 245 ◽  
pp. 03035
Author(s):  
Jiao Zhen-qi ◽  
Zhang Guang-jin
Keyword(s):  
Performance Appraisal ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Employee Attitudes ◽  
Equation Model ◽  
Different Types ◽  
Negative Effect ◽  
The Impact ◽  
Perception Of Performance

Performance appraisal politics is widespread in the organization. It provides a new perspective for improving performance appraisal to study its effects on employee attitudes. In addition, its influence on employees’ attitude is still blank. This paper utilizes questionnaire survey and structural equation model to study the impact of different types of perception of performance appraisal politics on employees’ affective commitment. The result shows that different types of perception of performance appraisal politics have different effect on employees’ attitude. Perception of public-private concerned high ratings has positive effect, however, perception of organizational-interested low ratings, selfish high rating perception and self-interested low rating perception have negative effect. The effect strength was decided by employee’s attribution about perception of performance appraisal politics. Perception of organizational support played a complete mediate role in the impact of perception of performance appraisal politics on employees’ affective commitment. Based on the findings of the study, managers can reduce employees’ negative perception of performance appraisal politics and passive consequences by restricting estimators’ selfish leniency and conscious oppressive evaluation, guiding employees to attribute performance appraisal politics positively and enhancing perception of organizational support.

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

scholarly journals The Impact of Work Ethics on Performance Using Job Satisfaction and Affective Commitment as Mediating Variables: Evidences from Lecturers in Central Java

2013 ◽  
Vol 7 (3) ◽  
pp. 165 ◽  
Author(s):  
Amin Wahyudi ◽  
Tulus Haryono ◽  
Asri Laksmi Riyani ◽  
Mugi Harsono
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Structural Equation ◽  
Affective Commitment ◽  
Work Ethic ◽  
Equation Model ◽  
Work Ethics ◽  
Central Java ◽  
Mediating Variables ◽  
The Impact

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.

scholarly journals The WOM Effect to Perceived Justice, Satisfaction and Repurchase Intentions

2016 ◽  
Vol 7 (1) ◽  
pp. 16
Author(s):  
Hariyadi Tri Wahyu Putra
Keyword(s):  
Structural Equation ◽  
Equation Model ◽  
Perceived Fairness ◽  
Repurchase Intentions ◽  
Complaint Handling ◽  
Fairness Theory ◽  
Negative Effect ◽  
Service Data ◽  
The Impact ◽  
Positive Effect

The background of this research focused on complaint management in catering service in Jakarta, thus focused on justice or fairness theory to explain satisfaction with the complaint handling process with post complaint customer behaviour such as word of mouth (WOM) or repurchase intentions.  The objective (s) of this research was to examine the impact of WOM as mediating variable to perceived fairness, satisfaction, and repurchase intentions. This will hopefully. shed some more light on the post complaint customer behavior process especially in catering service. Data analysis in this research used Structural Equation Model (SEM) with AMOS 4.0 software. Perceived fairness would have a positive effect on satisfaction, but would not have a positive effect on WOM valance and repurchase intentions. Perceived fairness would have a negative effect on WOM dissemination. WOM valance would have a positive effect on repurchase intentions, but would not on satisfaction. WOM dissemination would have a negative effect on satisfaction and WOM valance. but would not significantly on repurchase intentions. Satisfaction would not always have a positive effect on repurchase intentions.

The Decision-Making Ecology of Placing a Child into Foster Care

2020 ◽  
pp. 111-135
Author(s):  
J. Christopher Graham ◽  
Alan J. Dettlaff ◽  
Donald J. Baumann ◽  
John D. Fluke
Keyword(s):  
Decision Making ◽  
Low Income ◽  
Organizational Support ◽  
Structural Equation ◽  
Organizational Factors ◽  
Equation Model ◽  
Average Risk ◽  
Mediated Effects ◽  
Out Of Home Care ◽  
The Impact

The Decision-Making Ecology provided a framework for empirically testing the impact of case, caseworker, and organizational factors on the decision to place children in out-of-home care. The structural equation model developed fit the data extremely well, indicating a complex relationship between the variables. The main findings indicate that case factors, even as aggregated to the worker level, were of most importance: Percent removed was increased in part by greater average risk being assessed and more families on a worker’s caseload being low income. Furthermore, removal rates were increased by lower proportions of Hispanic families on the caseload, as well as by lower organizational support and a perception of manageable workload and sufficient resources. Individual factors (i.e., variables characterizing the caseworkers themselves) were not found to directly influence the placement decision, including workers’ own race/ethnicity, although various orders of mediated effects were indicated, and these are detailed. Interrelationships between variables that affect case, caseworker, and organizational factors are discussed along with implications for practice.

scholarly journals Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

2021 ◽  
Vol 13 (14) ◽  
pp. 7800
Author(s):  
Ayman Alshaabani ◽  
Farheen Naz ◽  
Róbert Magda ◽  
Ildikó Rudnák
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

scholarly journals PENGARUH ETIKA KERJA ISLAM TERHADAP SIKAP AKUNTAN DALAM PERUBAHAN ORGANISASI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

2018 ◽  
Vol 7 (4) ◽  
pp. 441-471
Author(s):  
Astri Fitria
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Work Ethic ◽  
Negative Impact ◽  
Positive Impact ◽  
Equation Model ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Islamic Work Ethic ◽  
The Impact

The objective of the study is to analyze the impact of Islamic work ethic toward accountant attitude lo changing organization with commitment organization as a variable intervening. Population for this research is all of intern accountants, education accountants and accountant staf working Islam-organization basic in Indonesia. Data were collected via questionnaires. A total of 295 accountants were responded to this research. Data were analyzed by using Structural Equation Model (SEM).The result of the analysis support four hypotheses proposed in this research, there are; Islamic work ethic positive impact affective commitment, continuance commitment and normative commitment; Islamic work ethic positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; affective commitment positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; there is a negative impact between continuance commitment to cognitive, affective and behavioral tendency from attitude toward changing organization; normative commitment positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; affective commitment mediated  Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization; continuance commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization; normative commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization.

scholarly journals Is Perceived Organizational Support an Antecedent of Employee Behaviour?

2021 ◽  
Vol 11 (1) ◽  
pp. 351
Author(s):  
Nor Azima Ahmad ◽  
Siti Salwa Salim ◽  
Fariza Md Sham
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Equation Model ◽  
The Impact ◽  
Practical Implications

Employee is one of the most valuable asset in an organization. It is important to provide support to the employee to ensure their welfare is guaranteed. This paper measures the impact of perceived organizational support on employee behaviour.  Questionnaire survey data was collected from 114 respondents who are presently employed at a public organization in Malaysia. The partial least squares structural equation model (PLS-SEM) was used to test the hypotheses. There are four findings derived from the data, first: supervisor support negatively correlated with organizational commitment. Second, supervisor support positively correlated with organizational citizenship behaviour. Meanwhile, third procedural justice positively correlated with organizational commitment. Lastly, procedural justice positively correlated with organizational citizenship behaviour. Theoretical and practical implications, as well as limitations, are discussed.

Beyond the “give back” equation

2019 ◽  
Vol 28 (3) ◽  
pp. 699-718
Author(s):  
Rima M. Bizri ◽  
Farida Hamieh
Keyword(s):  
Organizational Performance ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
Theoretical Framework ◽  
Employee Attitudes ◽  
Content Type ◽  
The Social

Purpose Extra-role behaviours have drawn much attention lately due to their instrumental role in improving organizational performance. Numerous studies have tried to investigate the antecedents of extra-role behaviours, suggesting several organizational practices, such as organizational support and justice, which are perceived positively by employees, and are observed to increase their extra-role behaviours. The purpose of this study is to investigate these relationships deeper, using the social exchange theory (SET) as a theoretical framework. Design/methodology/approach The authors used the quantitative approach in this study, using a survey to collect data from 169 front-line respondents in banking and tourism. The data were analyzed using structural equation management with SmartPLS (3). Findings This study investigates these relationships deeper, using the social exchange theoretical framework to explain how extra-role behaviours are undertaken by employees as a means of pay-back to the organization, taking into account the potential mediating effects of employee attitudes (work engagement and affective commitment), thereby explaining the dynamics of this process, and suggesting a resulting expanded pay-forward reciprocation cycle involving the organization, the employees and the customer. Originality/value The main extension to theory is captured through the depiction of a “pay forward” as opposed to “pay back” behaviour, demonstrating employees’ willingness to reciprocate by shifting their orientation towards the organization’s customers. This suggests that SET is operationalized not only through the reciprocal behaviour of employees but also through employees’ orientation toward the organization’s customers.

The Impact of Technostress Components on the Employees Satisfaction and Perceived Performance

2019 ◽  
Vol 27 (3) ◽  
pp. 65-86 ◽  
Author(s):  
Muna A. Al-Ansari ◽  
Khaled Alshare
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Equation Model ◽  
Significant Positive Effect ◽  
Convenience Sample ◽  
Perceived Performance ◽  
Negative Effect ◽  
The Impact ◽  
Positive Effect

The present study investigates the effects of technostress creators and inhibitors on job satisfaction, organizational commitment and perceived performance. A research model derived from the Transaction-Based Model of Stress and Coping Theory was developed and tested using a web-based survey questionnaire. The variables considered are technostress creators, technostress inhibitors, job satisfaction, organizational commitment, and perceived performance. A Structural Equation Model using a convenience sample from Qatar population was used to test the model. The results show that organizational commitment has a significant positive effect on perceived performance. Job satisfaction has a significant positive effect on organizational commitment. Technostress creators have a significant negative effect on job satisfaction. Technostress inhibitors have a significant positive effect on job satisfaction. Implications for managers and researchers are reported.

scholarly journals The Impact of Blockchain Technology Application on Supply Chain Partnership and Performance

2019 ◽  
Vol 11 (21) ◽  
pp. 6181 ◽  
Author(s):  
Joon-Seok Kim ◽  
Nina Shin
Keyword(s):  
Supply Chain ◽  
Structural Equation ◽  
Performance Outcomes ◽  
Equation Model ◽  
Sustainable Growth ◽  
Technology Application ◽  
Positive Effects ◽  
Blockchain Technology ◽  
Negative Effect ◽  
The Impact

Blockchain technology developed as a technical platform for electronic money. It is now considered a next generation information technology tool for sustainable growth in supply chain (SC) management. However, its study is relatively rare in the literature on SC collaboration and sustainability management research, despite its advantages in sustaining connectivity and reliability among SC partners. This study investigates how the use of blockchain in SC activities can influence (increase or decrease) SC partnership efficiency and growth, thereby affecting SC performance outcomes. Specifically, this study empirically validates a measurement and structural equation model with 306 SC experts from various industries. The findings show that the blockchain technology characteristics (information transparency, information immutability, and smart contracts) have significant positive effects on partnership growth and marginal effects on partnership efficiency. Though partnership growth has a positive effect on firm performance, partnership efficiency shows a negative effect.

Sign in / Sign up

Export Citation Format

Share Document