Empirical investigation on the predictors of career satisfaction

2018 ◽  
Vol 50 (4) ◽  
pp. 165-171 ◽  
Author(s):  
Yongho Park
Keyword(s):  
Organizational Commitment ◽  
Career Satisfaction ◽  
Descriptive Analysis ◽  
External Support ◽  
Survey Method ◽  
Content Type ◽  
Positive Effects ◽  
Study Results ◽  
Support Seeking ◽  
Boundaryless Career

Purpose The purpose of this paper is to find the effects of boundaryless career, organizational commitment, and external support seeking on career satisfaction. Design/methodology/approach The data were collected from 271 South Korean financial company employees through the survey method. Descriptive analysis was conducted, followed by the correlation and multiple regression analyses. Findings The study results showed that organizational mobility preference has a negative effect on career satisfaction. The results also showed that boundaryless mindset and external support seeking have positive effects on career satisfaction. Research limitations/implications This study showed theoretically that an individual’s specific career related behaviors and attitudes have a positive influence on career satisfaction. Practical implications Practically, this study results showed some suggestion for enhancing the employee’s career satisfaction by constructing a career support system. Originality/value This paper provides a better understanding of the influences of boundaryless career, organizational commitment, and external support seeking on career satisfaction with an HRD perspective.

Examining how respectful engagement affects task performance and affective organizational commitment

2019 ◽  
Vol 48 (3) ◽  
pp. 644-658 ◽  
Author(s):  
Ameer A. Basit
Keyword(s):  
Organizational Commitment ◽  
Task Performance ◽  
Affective Commitment ◽  
Organizational Context ◽  
Equation Modeling ◽  
Survey Method ◽  
Job Engagement ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Positive Effects

Purpose The purpose of this paper is to advance research on the newly developed construct of respectful engagement (RE) (Carmeli et al., 2015), which focuses on positive interrelating behaviors characterized by respect in the organizational context. Further, this study aims to examine whether RE was associated with task performance and affective organizational commitment, and whether employee job engagement mediated these relationships. Design/methodology/approach Using the self-reported measures and online survey method, data were collected from 185 employees working in one of the world’s largest hosiery firms located in the eastern part of Punjab, Pakistan. Structural equation modeling and multiple regressions were used to test the proposed conceptual model. Findings RE had significant positive effects on task performance and affective commitment. The effect of RE on affective commitment was stronger than it was on task performance. Moreover, job engagement significantly mediated the effects of RE on task performance and affective commitment. Research limitations/implications This study provides empirical evidence that RE enhances job engagement of employees by improving their levels of effort, enthusiasm and pride and concentration in work roles. Consequently, the enhanced level of job engagement leads employees to demonstrate better task performance and increased affective commitment with the organization. Practical implications Managers can institutionalize RE by applying strategies suggested by (Dutton, 2003) that focus on conveying presence, being genuine, communicating affirmation, effective listening and supportive communication. Training programs around these strategies can help managers to achieve this goal. Furthermore, in their day-to-day performance discussions, managers should follow the above strategies that could open further avenues for RE at the workplace. Managers can also allocate some weight to employees’ RE as part of their performance appraisals. The use of rewards would encourage employees to adopt RE as a norm desired by the organization. Originality/value This study extends research on the new developed construct of RE by focusing on task performance and affective commitment as its key outcomes. Furthermore, this study is the first to introduce job engagement as mediator in the relationship of RE with task performance and affective commitment. Another important aspect of this study is that its model has been tested on the data collected from Pakistan, which is an underrepresented geographical region in the management literature.

Exploring privacy and trust for employee monitoring

2015 ◽  
Vol 115 (1) ◽  
pp. 88-106 ◽  
Author(s):  
Shuchih Ernest Chang ◽  
Anne Yenching Liu ◽  
Sungmin Lin
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Full Time ◽  
Negative Effects ◽  
Content Type ◽  
Positive Effects ◽  
Study Results ◽  
Employee Monitoring ◽  
Communication Privacy ◽  
The Relationship

Purpose – The purpose of this paper is to evaluate privacy boundaries and explores employees’ reactions in employee monitoring. Design/methodology/approach – The research used the metaphor of boundary turbulence in the Communication Privacy Management (CPM) theory to demonstrate the psychological effect on employees. The model comprised organizational culture, CPM, trust, and employee performance in employee monitoring to further investigated the influence exerted by organizational culture and how employees viewed their trust within the organization when implementing employee monitoring. Variables were measured empirically by administrating questionnaires to full-time employees in organizations that currently practice employee monitoring. Findings – The findings showed that a control-oriented organizational culture raised communication privacy turbulence in CPM. The communication privacy turbulence in CPM mostly had negative effects on trust in employee monitoring policy, but not on trust in employee monitoring members. Both trust in employee monitoring policy and trust in employee monitoring members had positive effects on employee commitment and compliance to employee monitoring. Research limitations/implications – This research applied the CPM theory in workplace privacy to explore the relationship between employees’ privacy and trust. The results provide insights of why employees feel psychological resistance when they are forced to accept the practice of employee monitoring. In addition, this study explored the relationship between CPM and trust, and offer support and verification to prior studies. Practical implications – For practitioners, the findings help organizations to improve the performance of their employees and to design a more effective environment for employee monitoring. Originality/value – A research model was proposed to study the impacts of CPM on employee monitoring, after a broad survey on related researches. The validated model and its corresponding study results can be referenced by organization managers and decision makers to make favorable tactics for achieving their goals of implementing employee monitoring.

scholarly journals The Effects of Knowledge, Training, and Competency on the Performance: A Case of Local Public Agricultural Mentors

2021 ◽  
Vol 3 (1) ◽  
pp. 144-158
Author(s):  
Erni Saptiowati S.
Keyword(s):  
Regression Analysis ◽  
Descriptive Analysis ◽  
Likert Scale ◽  
Survey Method ◽  
Validity And Reliability ◽  
Research Results ◽  
Positive Effects ◽  
Analysis Methods ◽  
Saturated Sample ◽  
Analyze Data

This research aimed to analyze the effects of knowledge, training, and competency on the performance, which local public agricultural mentors/officers in the Yapen Islands Regency are the unit analysis. Of 100 respondents were used as the saturated sample in this research. The research applied a survey method and used a five-point Likert scale as the instrument and the statistics program SPSS to analyze data. The analysis methods included descriptive analysis, validity and reliability tests, classical assumption test, and regression analysis. The research results show that the variables knowledge, training, and competency had significant positive effects on local public agricultural mentors' performance at the Yapen Islands Regency.

Internal marketing, organizational commitment, and job performance in sport and leisure services

2019 ◽  
Vol 10 (2) ◽  
pp. 105-123 ◽  
Author(s):  
Weisheng Chiu ◽  
Doyeon Won ◽  
Jung-sup Bae
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Customer Service ◽  
Structural Equation ◽  
Positive Influence ◽  
Internal Marketing ◽  
Equation Modeling ◽  
Content Type ◽  
Positive Effects ◽  
Leisure Services

Purpose The purpose of this paper is to propose a conceptual model and to investigate the relationships among internal marketing, organizational commitment and job performance in sport and fitness services. Design/methodology/approach Data were collected using a questionnaire survey from 254 employees at each of 12 municipal sport centers in Taipei City and were analyzed primarily using structural equation modeling techniques. Findings The results indicated that internal marketing has positive effects on organizational commitment and job performance. Moreover, organizational commitment has a positive influence on job performance and plays a partial mediating role in the relationship between internal marketing and job performance. The findings identify the relationships among internal marketing, organizational commitment and job performance. Originality/value This study proposed and tested an empirical model linking internal marketing, organizational commitment and job performance in sport and fitness services. Moreover, this study further probed into the path of influence of internal marketing strategies on job performance of employees by including their organizational commitment in the mediating process. The findings of this study have insightful implications and emphasize the important role of internal marketing in the management of customer service in sports.

Green purchasing capabilities, practices and institutional pressure

2019 ◽  
Vol 30 (5) ◽  
pp. 1171-1189 ◽  
Author(s):  
Meow Yee Foo ◽  
Kanagi Kanapathy ◽  
Suhaiza Zailani ◽  
Mohd Rizaimy Shaharudin
Keyword(s):  
Green Manufacturing ◽  
Iso 14001 ◽  
Survey Method ◽  
Successful Implementation ◽  
Institutional Pressures ◽  
Policy Makers ◽  
Content Type ◽  
Positive Effects ◽  
Institutional Pressure ◽  
Green Purchasing

Purpose The purpose of this paper is to ascertain the green-purchasing capabilities required to ensure the successful implementation of green-purchasing practices under the forces of institutional pressure. Specifically, this paper explores the green-purchasing capabilities of buyer firms under the influence of institutional pressures in supplier selection, development, collaboration and evaluation in support of environmental purchasing. Design/methodology/approach Questionnaire survey method was used to gather data from 163 ISO 14001-certified manufacturing firms in Malaysia. Partial least squares was used for hypotheses testing. Findings Green-purchasing capabilities, such as manufacturing, financial, intraorganisational and integration capabilities, have a significant positive effects on green-purchasing practices. However, innovation capabilities have no significant effect on green-purchasing practices. Regulation, customer and competitor pressure positively moderate the relationships between green manufacturing capabilities and practices. Practical implications The paper highlights the importance of green-purchasing capabilities in enhancing the green-purchasing practices of firms. The findings that pertain to moderating effect could be used to assist policy makers, particularly in setting appropriate policies and strategies to improve green purchasing. Originality/value Although more studies on green purchasing have been conducted in recent years, issues, such as the effect of green-purchasing capabilities on green-purchasing practices, are still unspecified. Besides, this study considers institutional pressure as the moderator when a model is constructed to exemplify the relationship between green-purchasing capabilities and practices.

The impact of customer participation: the employee’s perspective

2015 ◽  
Vol 30 (5) ◽  
pp. 486-497 ◽  
Author(s):  
Chih-Cheng Volvic Chen ◽  
Chih-Jou Chen ◽  
Ming-Ji James Lin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Partial Least Square ◽  
Customer Participation ◽  
Content Type ◽  
Service Firm ◽  
Positive Effects ◽  
Relational Value ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of customer participation in a service delivery process by designing and testing an empirical model with the employees’ point of view in mind. Design/methodology/approach – Using data collected from 166 pairs of customers and service employees in the context of professional financial insurance services, this study uses partial least square path modeling in SmartPLS to analyze the proposed model. Findings – The results of the study show that customer participation produces positive effects on employees’ job satisfaction only if such participation minimizes job stress and meets employees’ relational needs. Job stress and satisfaction were strong predictors for organizational commitment, but the proposed relationship between relational value and organizational commitment was not found. Practical implications – This study suggests that customer participation can be a win-win situation for employees and the service firm. Employees who create relational value with their customers effectively enjoy their jobs more and are more likely to build and maintain long-term relationships with their service firm. Originality/value – The findings highlighted the roles of the customer and the employee and indicated the heuristic value of viewing job satisfaction and organizational commitment as consequences of customer participation. This can enhance the understanding of how encounters should be designed to support employees and improve the co-creation of value.

Factors influencing organization commitment

2017 ◽  
Vol 36 (10) ◽  
pp. 1294-1303 ◽  
Author(s):  
Steven A. Schulz ◽  
Thomas Martin ◽  
Heather M. Meyer
Keyword(s):  
Organizational Commitment ◽  
Well Being ◽  
Internal Marketing ◽  
Frontline Employees ◽  
Subjective Well Being ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Organization Commitment ◽  
Positive Effects ◽  
Marketing Orientation

Purpose The purpose of this paper is to investigate the effects of internal marketing orientation, external marketing orientation, and subjective well-being on the affective organizational commitment of frontline employees. Design/methodology/approach Previous research was used to develop hypotheses and develop a questionnaire for this project. An online survey was completed by 108 frontline employees. Findings The hypothesized model of all three variables having positive effects on organization commitment was supported. Internal marketing orientation, external marketing orientation, and subjective well-being were significant predictors of affective organizational commitment. Research limitations/implications A key limitation of this study is the cross-sectional, data collection design. A longitudinal study would allow for increased confidence when evaluating causal inferences with this type of data. Practical implications This paper identifies how managers may be able to use internal marketing orientation, external marketing orientation, and subjective well-being as potential tools to increase the affective organizational commitment of frontline employees. Social implications This paper demonstrates the importance of subjective well-being as an important component of life for an employee and success of the organization. Originality/value This paper extends current research on affective organizational commitment by testing a new model that includes internal marketing orientation, external marketing orientation, and subjective well-being as predictor variables.

Organizational and career-oriented commitment and employee development behaviors

2016 ◽  
Vol 31 (5) ◽  
pp. 930-945 ◽  
Author(s):  
Afife Basak Ok ◽  
Christian Vandenberghe
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Organizational Support ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Competence Development ◽  
Proactive Personality ◽  
Feedback Seeking ◽  
Content Type ◽  
Positive Effects

Purpose – The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background, organizational commitment is proposed as a mediator between perceived organizational support (POS) and competence development activities and feedback-seeking behavior. Career-oriented commitment, defined as a self-interested orientation toward one’s career, is proposed to mediate a positive relationship between proactive personality and competence development but a negative relationship between proactive personality and feedback-seeking. Design/methodology/approach – Data were collected from 126 employees using one-year time-lagged study in which POS and proactive personality were measured at Time 1, commitment variables at Time 2, and competence development and feedback-seeking at Time 3. Findings – Organizational commitment mediated a positive relationship between POS and competence development but not feedback-seeking. Career-oriented commitment mediated a negative relationship between proactive personality and feedback-seeking but did not mediate the relationship to competence development. Proactive personality exerted direct and positive effects on competence development and feedback-seeking, but had a negative effect on feedback-seeking through career-oriented commitment. Practical implications – An implication of these findings is that organizations need to reduce the detrimental effects that the proactivity trait exerts on feedback-seeking through career-oriented commitment. One way to do this is to increase the fit between organizational career opportunities and the career expectations of employees with high career-oriented commitment. Originality/value – This study indicates that social exchange and self-interest motives act as distinct drivers of organizational and career-oriented commitment, respectively, and that these motives have implications for how individuals learn and socialize in the workplace.

New approach to leadership skills development (developing a model and measure)

2015 ◽  
Vol 34 (7) ◽  
pp. 821-853 ◽  
Author(s):  
Shadi Ebrahimi Mehrabani ◽  
Noor Azmi Mohamad
Keyword(s):  
Leadership Development ◽  
Knowledge Sharing ◽  
Organizational Effectiveness ◽  
Leadership Skills ◽  
Measurement Scale ◽  
Survey Method ◽  
Skills Development ◽  
Moderator Effect ◽  
Content Type ◽  
Study Results

Purpose – The purpose of this paper is to develop a leadership skills development model and measure, based on its effect on organizational effectiveness and moderator effect of knowledge sharing. Design/methodology/approach – Using the survey method, this paper investigates the validation of measures and model of the study. It tests the reliability and constructs validity of a leadership skills development measurement scale, created on the basis of the existing measures of leadership, organizational effectiveness and knowledge sharing. This scale is harmonized with transformational, transactional and servant leadership theories. Findings – A structural model and measure of leadership skills development is proposed. Research limitations/implications – This study is limited by its particular population; therefore, future research need to be done to illustrate whether the current results can be generalized with other samples from different situations and cultures. Originality/value – The paper provides an in depth review of leadership development, as well as developing a theory-based model and a valid and reliable questionnaire, which measures leadership skills development, effectiveness and knowledge sharing. The study results could improve the future empirical leadership development research.

scholarly journals The Influence of Individual Caring and Organizational Trust on Organizational Commitment of Private LPTK Lecturers in Medan City

2020 ◽  
Vol 3 (3) ◽  
pp. 1537-1550
Author(s):  
Khairtati Purnama Nasution ◽  
Zainuddin Zainuddin ◽  
Arif Rahman
Keyword(s):  
Organizational Commitment ◽  
Research Design ◽  
Organizational Trust ◽  
Descriptive Analysis ◽  
Survey Method ◽  
Ex Post ◽  
Measurement Results ◽  
Ex Post Facto ◽  
Inferential Analysis ◽  
The City

This study aims to reveal the influence of individual caring and organizational trust on organizational commitment of private LPTK lecturers in Medan city. This research design is classified as ex post facto research which has a causal relationship using a quantitative approThis research was conducted at private LPTKs throughout the city of Medan. This study was planned for 6 months. The population of this research is all lecturers who work in LPTK in Medan City. Based on data from each LPTK in Medan City, it was found that an overall population of 489 lecturersach. This research design uses a survey method. The data obtained from the measurement results were analyzed descriptively and inferentially. The stages in data analysis to be carried out in this study are descriptive analysis and inferential analysis. The results reveal that: 1. there is a significant effect of individual Carring variance on organizational trust. 2. there is a significant effect of Organizational Trust on Organizational Commitment.

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