School principals’ systems thinking: antecedents and consequences

2019 ◽  
Vol 57 (2) ◽  
pp. 167-184 ◽  
Author(s):  
Pascale Benoliel ◽  
Haim Shaked ◽  
Nechama Nadav ◽  
Chen Schechter
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Systems Thinking ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Leadership Framework ◽  
Antecedents And Consequences

PurposeToday’s educational complexities require principals to adopt a more systemic perspective toward school management. Although research has emphasized the benefits associated with the holistic perspective of systems thinking, research in the educational field has been limited. The purpose of this paper is to investigate the mediating role of principals’ systems thinking (PST) in the relationships between instructional leadership (IL) and subject coordinators’ organizational commitment and job satisfaction.Design/methodology/approachData were collected by surveying a sample of 226 subject coordinators from different elementary schools randomly chosen in Israel. Subject coordinators completed questionnaires on their PST competencies, their principals’ IL, job satisfaction and organizational commitment. Structural equation modeling was used to test the research hypotheses.FindingsThe results confirmed the main hypotheses: PST did facilitate subject coordinators’ organizational commitment and job satisfaction. Findings also showed that PST mediated the relationship between IL and subject coordinators’ organizational commitment and job satisfaction.Originality/valueBy integrating research from both educational and non-educational literature, this study contributes to deepen our understanding regarding the antecedents and consequences of the PST as perceived by their subject coordinators, providing a broader leadership framework on their functions in today’s complex school systems.

Specific HR practices and employee commitment: the mediating role of job satisfaction

2019 ◽  
Vol 41 (3) ◽  
pp. 420-435 ◽  
Author(s):  
Arshad Mahmood ◽  
Muhammad Naseer Akhtar ◽  
Usman Talat ◽  
Chuanmin Shuai ◽  
James C. Hyatt
Keyword(s):  
Job Satisfaction ◽  
Developing Country ◽  
Structural Equation ◽  
Employee Commitment ◽  
Developed Countries ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Hr Practices

PurposeThe purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment.Design/methodology/approachThe study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted.FindingsThe findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment.Research limitations/implicationsA key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries.Practical implicationsFrom an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment.Originality/valueThe research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.

scholarly journals The Mediating Role of Motivation and Job Satisfaction in the Relationship between Compensation and Organizational Commitment in Micro Finance Institutions

2021 ◽  
Vol 12 (1) ◽  
pp. 37
Author(s):  
Muhammad Suyuthi Romdlon ◽  
I Ketut R. Sudiarditha ◽  
Henry Eryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Equation Modeling ◽  
Mediating Role ◽  
Islamic Microfinance ◽  
The Relationship ◽  
Intervening Variables

<p>This study aims to determine the effect of compensation, motivation, and job satisfaction on organizational commitment in Islamic microfinance services. This research has four variables: compensation as an independent variable, motivation, job satisfaction as intervening variables, and commitment as a dependent variable. The subjects in this study were active employees in one of the Islamic microfinance services. It is Baitul mal wa tamwil (BMT). This research uses quantitative methods. Data collection was carried out by distributing questionnaires using a 5-point Likert scale with 240 total valid responses. The data were analyzed using Structural equation modeling (SEM) using AMOS version 24. The results showed that compensation had a positive and significant effect on motivation, compensation had a positive and significant effect on job satisfaction, motivation had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment, job satisfaction had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment through motivation and job satisfaction as intervening variables. This study finds providing several important implications for research and implementing microfinance services.</p>

scholarly journals Caring Climate, Komitmen Organisasi, Dan Kepuasan Kerja

2020 ◽  
Vol 18 (1) ◽  
pp. 94
Author(s):  
Yunus Ardian Priliyanto ◽  
Monika Palupi Murniati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Equation Modeling ◽  
Mediating Role ◽  
Climate Influences ◽  
And Gender

This study aims to analyze the effect of caring climate on employee performance by mediating variable job satisfaction and organizational commitment according to gender proportions. Caring climate is a way for people to make decisions that prioritize the welfare of all people. The sample of this study was 96 employees of Soegijapranata Catholic University Semarang. Fit test is conducted to find out whether the research model meets the structural equation model assumptions or not, the data is said to be fit after deleting 10 data, so that the remaining 86 sample data. This study uses SEM (Structural Equation Modeling) with the AMOS program. The results of this study are that Caring climate influences organizational commitment through the mediating role of job satisfaction, Caring climate influences employee performance through the mediating role of job satisfaction, but Caring climate does not affect employee performance through the mediating role of organizational commitment, Job satisfaction does not affect employee performance through the mediating role of organizational commitment, and Gender becomes a differentiator in the perception of male and female respondents towards caring climate, employee performance, job satisfaction and organizational commitment. Abstrak Penelitian ini bertujuan untuk menganalisis pengaruh caring climate terhadap kinerja karyawan dengan mediasi variabel kepuasan kerja dan komitmen organisasi menurut proporsi gender. Caring climate merupakan cara orang dalam mengambil keputusan yang mengutamakan kesejahteraan semua orang. Sampel penelitian ini adalah 96 karyawan Universitas Katolik Soegijapranata Semarang. Uji fit dilakukan pertama untuk mengetahui model penelitian memenuhi asumsi model persamaan struktural atau tidak, data dikatakan fit setelah menghapus 10 data, sehingga tersisa 86 data sampel. Penelitian ini menggunakan SEM (Structural Equation Modelling) dengan program AMOS. Hasil penelitian ini adalah Caring climate berpengaruh terhadap komitmen organisasi melalui peran mediasi kepuasan kerja, Caring climate berpengaruh terhadap kinerja karyawan melalui peran mediasi kepuasan kerja, tetapi Caring climate tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, Kepuasan kerja tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, dan Gender menjadi pembeda persepsi responden laki-laki dan perempuan terhadap caring climate, kinerja karyawan, kepuasan kerja dan komitmen organisasi.

Authentic leadership and employee performance: mediating role of organizational commitment

2019 ◽  
Vol 40 (5) ◽  
pp. 548-560 ◽  
Author(s):  
Ali Hadian Nasab ◽  
Leila Afshari
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Theoretical Foundations

Purpose The purpose of this paper is to investigate the effect of authentic leadership (AL) on employee performance (EP) and to examine the mediating role of organizational commitment (OC). Design/methodology/approach Data were obtained from all employees (216) of tourism agencies in Guilan province (Iran) using a 19-item survey. In total, 173 questionnaires were returned, yielding a response rate of 80 percent. A mediation model was outlined and tested using structural equation modeling. Findings The results showed that AL had a significant effect on EP and OC. The findings further demonstrated the significance of the relationship between OC and EP confirming the mediating role of OC. Practical implications This study suggests that managers can promote OC and consequently EP by adopting an AL style. In addition, the managerial and theoretical foundations generated by this study can be considered a solution for improving EP. Originality/value This study contributes to the EP literature by providing a plausible explanation of the mediating role of OC in connecting AL to EP.

scholarly journals Mediating role of job satisfaction in the relationship between organizational identification and organizational commitment

Pomorstvo ◽  
2020 ◽  
Vol 34 (2) ◽  
pp. 233-244
Author(s):  
Murat Yorulmaz ◽  
Ezgi Mansuroğlu ◽  
Gönül Kaya Özbağ
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Organizational Attitudes ◽  
Mediating Role ◽  
Positive Direct ◽  
The Relationship

Understanding the relationship between an organization and the employees in that organization is of paramount importance for the success and future of that organization. This is related to the measurement of the organizational attitudes and behaviours of employees and the use of these attitudes and behaviours for forward-looking predictions. This being said, the aim of the study is to explore the relationship between the organizational identification levels of employees in ship agencies, and their job satisfaction and organizational commitment. For the purpose of this study, the data were obtained from 265 employees of different ship agencies in the cities of Istanbul and Kocaeli, Turkey, through questionnaire. The data then were analyzed via the structural equation modeling analyses, which were conducted using AMOS v22 by Bootstrap resampling with 5000 replications; the results have showed that organizational identification has both a positive direct and an indirect effect on organizational commitment, the latter through job satisfaction. Further, this study revealed that organizational identification, together with job satisfaction, explained about 0.59% of the variation in organizational commitment.

scholarly journals Job Satisfaction as a Mediator of the Impact of Meeting Effectiveness on Organizational Commitment

2020 ◽  
Vol 55 (3) ◽  
Author(s):  
Ly Dan Thanh ◽  
Bui Quang Thong ◽  
Le Van Chon ◽  
Nhu-Ty Nguyen
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Equation Modeling ◽  
Mediating Role ◽  
Confirmatory Factor ◽  
Meeting Effectiveness ◽  
The Impact

Job satisfaction, leadership, meeting effectiveness, and organizational commitment have become the subjects of numerous research papers, due mainly to their vital roles in the development of organizations. We based our research on previous studies related to leadership, meeting effectiveness, job satisfaction, and organizational commitment and an empirical study. The authors emphasize the influence of leadership on meeting effectiveness and the impact of the mediating role of job satisfaction on the relationship between meeting effectiveness and organizational commitment, increasing more employees’ commitment to their organizations. Our research aims to show whether leadership has a positive effect on meeting effectiveness, how meeting effectiveness affects organizational commitment, and to what extent job satisfaction impacts this relationship. We used data collected in our analysis and created a questionnaire that was distributed to 249 respondents working at 34 Vietnamese organizations from a variety of sectors such as tax, banking, health service, airlines, education, and business. Using non-probability sampling with the calculation of exploratory factor analysis, confirmatory factor analysis, and structural equation modeling, the authors found that leadership significantly affects meeting effectiveness, and meeting effectiveness positively influences organizational commitment with the mediation of job satisfaction.

Reap the resilience, stop wearing the worry: exploring the role of resilience enhancing practices in organizational outcomes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Asif Hussain Hussain Samo ◽  
Najia Shaikh ◽  
Iqra Ibrahim ◽  
Ahsan Ali
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource ◽  
Banking Sector ◽  
Equation Modeling ◽  
Human Resource Practices ◽  
Human Resource Practice ◽  
Content Type ◽  
Mediating Role

Purpose The purpose of this study is to empirically test the impact of resilience-enhancing human resource practices on job satisfaction and organizational commitment with the mediating role of employee resilience. Design/methodology/approach With a quantitative approach, structural equation modeling was used to test the hypothesis. Data was collected with a survey method from 326 bankers of Pakistan. Data was diagnosed with all reliability and validity tests and significance was tested with bootstrapping. Smart-PLS software was used. Findings Results revealed that there is a partial mediating impact of employee resilience in the relationship of resilience-enhancing human resource practice and job satisfaction. For resilience-enhancing human resource practice and organizational commitment, employee resilience plays a partial mediating role. Research limitations/implications This study is confined to bankers only and a limited sample is used. However, it significantly provides a contextual base for further theoretical development in the research of employee resilience. Practical implications This paper recommends the banking sector of Pakistan for paying extra heed toward resilience-enhancing human resource practices, as it only augments much-needed resilience among employees but also ultimately results in greater job satisfaction and commitment. Originality/value This study is the first of the kind in the banking sector of Pakistan to explore resilience-enhancing practices.

Antecedents and consequences of perceived job security of professional accountants

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmad Usman Shahid ◽  
Hafiza Sobia Tufail ◽  
Jawad Shahid ◽  
Aimen Ismail
Keyword(s):  
Job Performance ◽  
Structural Equation ◽  
Job Security ◽  
Equation Modeling ◽  
Accounting Firms ◽  
Content Type ◽  
Mediating Role ◽  
Confirmatory Factor ◽  
Antecedents And Consequences

PurposeThe purpose of this study is to develop and empirically test a theoretical model of antecedents and consequences of perceived job security of professional accountants. This study contributes to the literature by examining the mediating role of perceived job security between the reward management system and the ethical job performance of professional accountants.Design/methodology/approachA survey was used to collect responses from professional accountants at small- and medium-tier accounting firms in Pakistan. Of the total 313 circulated research instruments, 270 were completed producing a response rate of 86%. The hypotheses were tested by performing structural equation modeling, confirmatory factor analysis and correlation using SPSS 24 and AMOS 25.FindingsFindings specify that the perceived job security of professional accountants partially and fully mediates the relationship between their ethical job performance and intrinsic and rewards, respectively. Additionally, reward management systems including intrinsic and extrinsic rewards have a significant impact on the ethical job performance of professional accountants.Practical implicationsThe findings of this study may have significant implications for researchers for examining the subjects' perceived job security in enhancing the overall performance of the firms. The findings may also benefit domestic and international accounting firms for recognizing the importance of rewards and job security for enhancing the ethical performance of accountants.Originality/valueThis study is the first to provide empirical evidence for the importance of perceived job security for professional accountants in Pakistan. The current research also provides sharper insights into establishing the direct impact of both extrinsic and intrinsic rewards on professional accountants' ethical job performance.

scholarly journals Transformational leadership and organizational commitment

2018 ◽  
Vol 37 (3) ◽  
pp. 271-284 ◽  
Author(s):  
Imen Keskes ◽  
Jose M. Sallan ◽  
Pep Simo ◽  
Vicenc Fernandez
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Work Experience ◽  
Structural Equation ◽  
Academic Research ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Member Exchange

Purpose The purpose of this paper is to propose and to test three models in order to examine the mechanisms through which dimensions of transformational leadership influence different forms of organizational commitment by testing the possible mediating role of leader-member exchange (LMX) dimensions. Design/methodology/approach The participants in this study are represented by 427 senior executive French employees having a university degree and minimum two years of work experience in their current organization. The relationships between different variables were analyzed using structural equation modeling. Findings The results indicate that the dimensions of LMX mediated the relationships between the dimensions of transformational leadership and organizational commitment dimensions. The contribution dimension of LMX acts as a consequence, rather than an antecedent of commitment. These findings are important since they may serve as a bind between leadership dimensions and the kind of organizational commitment that each of these dimensions can generate in followers. Originality/value To the authors’ knowledge, this is the first empirical study that tests the interaction of transformational leadership and LMX on organizational commitment in a French context. The originality of this work leads on investigating these three concepts as multidimensional constructs and focusing on the mediating role of LMX in the relationship between dimensions of transformational leadership and different forms of organizational commitment which can be considered as a novelty in the field of research in this area. As a result, this study addresses concerns about that lack of academic research on the mechanisms by which transformational leaders influence the organizational commitment of their followers.

The role of customer engagement in the involvement-loyalty link

2019 ◽  
Vol 37 (1) ◽  
pp. 66-79 ◽  
Author(s):  
Prateeksha Parihar ◽  
Jagrook Dawra ◽  
Vinita Sahay
Keyword(s):  
Structural Equation ◽  
Product Category ◽  
Customer Engagement ◽  
Equation Modeling ◽  
Online Retail ◽  
Content Type ◽  
Mediating Role ◽  
Antecedents And Consequences ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between the different dimensions of involvement and customer engagement (CE) and analyze the influence of CE on loyalty in an online retail context. The study also tests the mediation of CE between the facets of involvement and loyalty. Design/methodology/approach The study employed a survey for data collection from online retail website users and analyzed the data with partial least squares – structural equation modeling. Findings The results reveal that the dimensions of involvement drive engagement differently. The risk importance and risk probability do not influence CE whereas the sign, interest, and pleasure are positively associated with CE. Furthermore, CE mediates the link between sign, interest, and pleasure dimensions of involvement and loyalty. Practical implications This study provides insights for the managers that the perception of value from a brand starts at its product category level and values like sign, interest, and pleasure can be provided to the customers by not only brand consumption but also by engaging them with the brand. Originality/value This is among the first studies to have empirically tested the effect of dimensions of involvement on CE and explain the role of engagement as a means for the customers to achieve expected values. It also contributes to the extant CE literature by testing its mediating role between involvement dimensions and loyalty, thus augmenting the studies, which have explored the antecedents and consequences of CE.

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