The influence of organizational culture and job design on job commitment and human resource performance

2018 ◽  
Vol 31 (7) ◽  
pp. 1346-1367 ◽  
Author(s):  
Kusdi Raharjo ◽  
Nurjannah Nurjannah ◽  
Solimun Solimun ◽  
Adji Achmad Rinaldo Fernandes
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Direct Effect ◽  
Job Design ◽  
Mediating Effect ◽  
Intensity Level ◽  
Content Type ◽  
Job Commitment ◽  
The Relationship ◽  
Significant Direct Effect

PurposeThe purpose of this paper is to analyze the relationship between Job Design, Job Commitment and Organizational Culture with Human Resource Performance: a study of the construction services provided by national consultants.Design/methodology/approachThe research population consisted of all employees of a national company offering consultation services, from four big Indonesian State-Owned Enterprises Contractors: PT. Yodya Karya Company, PT. Hutama Karya, PT. Adhy Karya, PT. Waskita Karya Referring to the approach to SEM modeling with an average population of 600 employees for each enterprises, the sample to be used as respondents consisted of 100 employees for each enterprises, and total 100×4 enterprises=400 samples.FindingsThe variables Organizational Culture and Job Design have a significant direct effect on Job Commitment. Likewise, the effect of Organizational Culture and Job Commitment on Human Resource Performance is also significant. However, a different result is shown in the result of the direct effect of the variable Job Design on the variable Human Resource Performance, which indicates that the variable Job Design does not have a significant direct effect on the variable Human Resource Performance. In other words, the intensity of the Job Design value will not affect the intensity level of Human Resource Performance. In addition, a mediating effect of the variable Job Commitment is found on the effect of Job Design and Organizational Culture on Human Resource Performance.Originality/valueThe use of Job Commitment to exercise a mediation effect on the relationship between the effect of Job Design and Organizational Culture on Human Resource Performance, and the research site (no previous research investigating this relationship).

The mediating effect of work motivation on the influence of job design and organizational culture against HR performance

2018 ◽  
Vol 37 (6) ◽  
pp. 452-469 ◽  
Author(s):  
Muhammad Al-Musadieq ◽  
Nurjannah Nurjannah ◽  
Kusdi Raharjo ◽  
Solimun Solimun ◽  
Adji Achmad Rinaldo Fernandes
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource ◽  
Work Motivation ◽  
Job Design ◽  
Mediating Effect ◽  
Work Design ◽  
Mediation Effect ◽  
Direct Influence ◽  
Content Type

Purpose The purpose of this paper is to know the effect of mediation of work motivation on the influence of job design and organizational culture on human resource performance. Design/methodology/approach The design of the study is the detailed planning used as a study guide that leads to the purpose of the study. The unit of analysis of this research is the expert and skilled labor of construction service actors working in the national consulting company PT. Yodya Karya (Persero) at the central level and branches spread over 11 branches in Indonesian territory. Data analysis method used is path analysis and Sobel test to test the indirect effect (mediation effect). Findings Based on the results of the analysis, several things can be concluded such as: there is a significant direct influence of work design on the performance of human resources and work motivation; there is a significant direct influence of organizational culture on work motivation and human resource performance; and there is a significant direct influence of work motivation on human resource performance. There is an indirect influence of work design on the performance of human resources through work motivation mediation variables. Meanwhile, work motivation is not the influence of organizational culture on human resource performance. Originality/value The originality of this research lies in forming the mediator variable that is the work motivation on the causal relationship of two variables and adding new variables of work design on the effect on the human resource performance.

Human resource practices and their association with perceived organizational support

2019 ◽  
Vol 28 (1) ◽  
pp. 17-19
Keyword(s):  
Human Resource ◽  
Direct Effect ◽  
Organizational Support ◽  
Design Methodology ◽  
Private Hospital ◽  
Mediating Effect ◽  
Content Type ◽  
Hr Practices ◽  
Questionnaire Surveys ◽  
Original Approach

Purpose The purpose of this study is to examine the association of specific HR practices, namely TD, CB and WP (policies and practice) and POS and also the mediating effect of IJ between HR practices and POS. Design/methodology/approach Data was gathered from responses to questionnaire surveys and interviews given to 150 nurses working in a private hospital in Penang, Malaysia. Findings The results show that there is no direct effect of CB or TD on POS, WP is associated with POS and IJ does positively mediate in all three HR practices – CB, TD and WP. Originality/value This paper has an original approach by examining specific HR practices in association with IJ and POS.

The mediating effect of job satisfaction on the relationship between organizational culture and knowledge management in Jordanian banking sector

2018 ◽  
Vol 25 (2) ◽  
pp. 517-544 ◽  
Author(s):  
Bayan M. Al-Abdullat ◽  
Amr Dababneh
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Knowledge Management ◽  
Customer Service ◽  
Banking Sector ◽  
Statistical Tests ◽  
Management Style ◽  
Mediating Effect ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the positive effect of organizational culture on knowledge management (KM) by clarifying the mediating effect of job satisfaction on the banking sector in Jordan. The study was conducted on Jordanian banks to develop the organizational culture concept to be reflected in the bank activities. The population of this study consists of junior and senior customer service and administrative employees working at Jordanian banks in Jordan. Design/methodology/approach The sample of this research is purposive one because the research cannot get a list containing names of customer service employees for privacy reasons. Various statistical tests were employed to test the research hypotheses. The study utilized two statistical packages – Statistical Package for Social Sciences (SPSS) and SPSS-AMOS – for analyzing the data. Findings The development of organizational culture at banks in Jordan is still not stable and efficient. This may be affected by the management style and teamwork spirit in Jordan and other factors related to bank culture and how it will be reflected in customer service. The creation and application of KM at banks in Jordan is still modest. Knowledge is mainly shared internally within the bank with little efforts dedicated to soliciting knowledge from the external environment including customers. The job satisfaction at banks in Jordan is still modest. Originality/value The purpose of this study is to investigate how the organizational culture can improve job satisfaction for efficient work knowledge. The relationship between organizational culture and KM of organizational members is developed and analyzed herein by proposing a mediating role of job satisfaction. Few research papers have focused on job satisfaction and its mechanism contributing to individual effectiveness in the Jordanian market, and many ignored the benefits of KM and value of culture in many sectors.

Analyzing the relationship between institutional framework and financial inclusion in rural Uganda

2018 ◽  
Vol 13 (4) ◽  
pp. 606-630 ◽  
Author(s):  
George Okello Candiya Bongomin ◽  
John C. Munene ◽  
Joseph Mpeera Ntayi ◽  
Charles Akol Malinga
Keyword(s):  
Social Network ◽  
Direct Effect ◽  
Critical Role ◽  
Financial Inclusion ◽  
Mediating Effect ◽  
Institutional Framework ◽  
Main Stream ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to report the findings on the mediating effect of social network in the relationship between institutional framework and financial inclusion in rural Uganda. Design/methodology/approach The study employs a cross-sectional research design to collect data used to test for mediation under this study. Structural equation model (SEM) through use of bootstrap in the Analysis of Moment Structures (AMOS) was adopted to establish the existence and type of mediation by social network in the relationship between institutional framework and financial inclusion. Findings Social network had a partial mediating effect in the relationship between institutional framework and financial inclusion. In addition, institutional framework through its regulative, normative and cultural-cognitive pillars also exhibited a significant direct effect on financial inclusion. Besides, social network had a positive and significant effect on financial inclusion. This suggest that there exist both a direct effect of institutional framework on financial inclusion and an indirect effect of institutional framework through social network on financial inclusion. Research limitations/implications While the sample for this study was big enough, it limited itself to only poor households in rural Uganda. Besides, the current study adopted cross-sectional design, thus, leaving out longitudinal design to investigate the characteristics in the sample over time. Practical implications The study makes significant empirical contribution and implications to financial inclusion policy makers on evidence of the critical role played by social network in indirectly enhancing the relationship between institutional framework and financial inclusion of the poor who are vulnerable to exclusion by main stream financial services’ providers. Originality/value The study recommends that social network, which acts as a conduit through which useful information flow and can be shared, plays a critical role in mediating the relationship between institutional framework and financial inclusion in rural Uganda. Therefore, the study contributes to existing body of literature by highlighting the mediating influence of social network in the relationship between institutional framework and financial inclusion, especially in rural Uganda.

Does green intellectual capital spur corporate environmental performance through green workforce?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adil Mansoor ◽  
Sarwat Jahan ◽  
Madiha Riaz
Keyword(s):  
Human Capital ◽  
Human Resource ◽  
Intellectual Capital ◽  
Environmental Sustainability ◽  
Environmental Performance ◽  
Two Dimensions ◽  
Mediating Effect ◽  
Intangible Asset ◽  
Content Type ◽  
The Relationship

PurposeDrawing upon the intellectual capital-based view theory, this study explored the relationship between green intellectual capital (IC) and environmental performance (EP) with the intervening effect of green human resource management (GHRM).Design/methodology/approachCross-sectional data were collected from 187 human resource directors/managers working in manufacturing firms of Pakistan. A partial least squares approach was applied to test the hypothesized relationships.FindingsThe results showed a mediating effect of GHRM on the relationship between green human capital and the organizational EP. Also two dimensions of green IC (green human capital, green relational capital) were also found positively related to the EP of the firm.Practical implicationsPolicymakers should devote their attention to the preservation and enhancement of their employees' knowledge as green human capital is possessed by the employees. Furthermore, managers must exchange information with key stakeholders to better understand and resolve their environmental concerns. Organizational leaders must also ensure the implementation of GHRM policies that, in turn, improve the EP with the aid of green IC.Originality/valueThe current research contributes to the literature by defining green IC as an antecedent and GHRM as an intervening variable for EP. In addition, this study underlines the significance of GHC as a valuable intangible asset for the achievement of environmental sustainability. It also illustrates the importance of GRC, which creates an exchange partnership with the stakeholders to promote corporate environmentalism.

Perceived human resource management and presenteeism

2019 ◽  
Vol 11 (2) ◽  
pp. 110-130 ◽  
Author(s):  
Amlan Haque ◽  
Mario Fernando ◽  
Peter Caputi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Full Time ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the mediating effect of employee turnover intentions (ETI) on the relationship between perceived human resource management (PHRM) and presenteeism. The notion of presenteeism is described as coming to work when unwell and unable to work with full capacity.Design/methodology/approachUsing social exchange theory and structured equation modelling, hypotheses were tested using responses from 200 full-time Australian employees.FindingsThe results show that employees’ PHRM significantly influenced presenteeism and ETI. As predicted, PHRM negatively influenced presenteeism and ETI positively influenced presenteeism. The direct influence of PHRM on presenteeism was fully mediated by ETI.Practical implicationsThis paper suggests that organisations expecting to address presenteeism by promoting PHRM may experience an adverse result when employees conceal turnover intentions.Social implicationsForm the perspective of social exchange, this study focuses on ETI as a mediating variable and sheds light on employees’ hidden attitudes about their jobs to explain how PHRM can influence presenteeism in Australia. Consequently, the findings should help both organisations and employees to identify ways that PHRM can reduce presenteeism.Originality/valueThis paper examines the unique meditational role of ETI in the relationship between PHRM and presenteeism, which is an area of inquiry that has not been fully examined in the literature of HRM. In addition, it examines presenteeism among Australian employees in relation to PHRM.

Operations-oriented strategies and patient satisfaction: the mediating effect of service experience

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kwabena G. Boakye ◽  
Hong Qin ◽  
Charles Blankson ◽  
Mark D. Hanna ◽  
Victor R. Prybutok
Keyword(s):  
Health Care ◽  
Patient Satisfaction ◽  
Direct Effect ◽  
Service Recovery ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Survey Method ◽  
Service Experience ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this study is to explore the direct and indirect effects of perceived provider professionalism and service recovery in enhancing patient satisfaction in a developing country. Design/methodology/approach This study used a survey method to investigate satisfaction among health-care consumers. This study used data collected from 210 health-care consumers to empirically test the hypotheses via structural equation modeling Findings This study found that service recovery has a significant direct effect on patient satisfaction. Though this study did not find perceived provider professionalism to have a direct effect on patient satisfaction, it found an indirect effect in the relationship via service experience. Thus, service experience fully/completely mediates the relationship between perceived provider professionalism and patient satisfaction, while partially mediating the significant relationship between service recovery and patient satisfaction. Originality/value The results further underscore the need for health-care organizations in developing countries to focus on mindfully developing operations-oriented strategies that lead to the delivery of memorable service experiences for patients.

The mediating role of TQM and organizational excellence, and the moderating effect of entrepreneurial organizational culture on the relationship between ERP and organizational performance

2016 ◽  
Vol 28 (6) ◽  
pp. 991-1011 ◽  
Author(s):  
Hassan Saleh Al-Dhaafri ◽  
Abdullah Kaid Al-Swidi ◽  
Rushami Zien Bin Yusoff
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Total Quality ◽  
Content Type ◽  
Organizational Excellence ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the relationship between enterprise resource planning (ERP) and organizational performance through examining the mediating effect of total quality management (TQM) and organizational excellence and the moderating effect of entrepreneurial organizational culture (EOC). Design/methodology/approach A survey questionnaire was used to collect the data from Dubai Police Departments. Out of the questionnaires distributed, 320 completed usable were returned and used for the analysis which employed partial least squares structural equation modelling methodology. Findings The results showed that there are positive and significant relationships between ERP, organizational excellence, TQM, and organizational performance. In addition, TQM was found to partially mediate the effect of ERP on organizational performance, where organizational excellence was found to fully mediate the effect on the same relationship. However, the moderating role of EOC on the ERP, TQM, and organizational performance was not confirmed. Practical implications Several practical implications have been gained from this study. It will increase the awareness of managers and decision makers to consider the constructs test to enhance the overall organizational performance in their organizations. The role of TQM and organizational excellence to facilitate the implementation of ERP is very critical. In addition, this research will increase the awareness of different stakeholders such as customers, supplier, and shareholders to integrate the proposed constructs examined to enhance the overall organizational performance. Originality/value The current study is one of the few or the only empirical study that examines the joint effect of ERP, TQM, organizational excellence, and EOC on organizational performance.

scholarly journals Workplace spirituality, employee engagement, and professional commitment: A study of lecturers from Indonesian universities

2021 ◽  
Vol 19 (2) ◽  
pp. 346-356
Author(s):  
Meily Margaretha ◽  
Susanti Saragih ◽  
Sri Zaniarti ◽  
Bena Parayow
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Employee Engagement ◽  
Direct Effect ◽  
Workplace Spirituality ◽  
Mediating Effect ◽  
Professional Commitment ◽  
Spirituality In The Workplace ◽  
The Relationship ◽  
Simple Regression

The attention paid by researchers and practitioners to the relationship between employee engagement and spirituality in the workplace is limited, as studies of the two variables still stand alone. This leads to an important and increased emphasis on strength and employee engagement that are built on the organizational culture to show an awareness of spirituality in the workplace. This study aimed to explore the relationship between workplace spirituality and employee engagement of lecturers in Indonesia and professional commitment as a mediator. The respondents of the study were 322 lecturers from state and private universities in Indonesia. Validity, reliability, simple regression, and path analysis were used to analyze the data. The results of the study showed that workplace spirituality had a direct effect on employee engagement, with the β value of 0.836, and the R-square of 70%, while professional commitment had a mediating effect on the relationship between workplace spirituality and employee engagement, with the β value of 0.162 and the R-square of 72.3%. The results suggest that the implementation of workplace spirituality and employee engagement is important for universities to improve the performance of their lecturers.

Intentions to turnover

2017 ◽  
Vol 38 (2) ◽  
pp. 194-209 ◽  
Author(s):  
Courtney Cronley ◽  
Youn kyoung Kim
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Online Survey ◽  
Process Analysis ◽  
Empirical Work ◽  
Mediating Effect ◽  
Mediation Model ◽  
Content Type ◽  
Employee Characteristics ◽  
The Relationship

Purpose The purpose of this paper is to advance the knowledge base by testing the hypothesis that job satisfaction mediates the relationship between perceived organizational culture and intentions to turnover, and that employee characteristics moderate this relationship. Design/methodology/approach Data were drawn from a cross-sectional online survey of employees at one Area Command of The Salvation Army in the USA (N=250, 66.8 percent female, 26.4 percent African American). The study implemented two different techniques to incorporate methodological triangulation to test the mediation model: a three-step regression analysis and a bootstrapping technique in which direct and indirect effects are tested at once. Also, a conditional process analysis was used to test the moderated mediation model. Findings Results supported the hypothesized mediation relationship and showed that lower mean organizational culture scores were significantly associated with lower job satisfaction, and thus, higher intentions to turnover. Additionally, office location moderated the indirect effect of organizational culture on intentions to turnover through job satisfaction. Practical implications Findings highlight the variability in how organizational culture affects employees across the work environment. Interventions, which are subtly tuned to the variation in workplaces, may be the most effective at building strong and positive organizational cultures. Originality/value The current study extends prior empirical work by testing the hypothesis that employee characteristics moderate the mediating effect of organizational culture and job satisfaction on intentions to turnover. Results showed that work location moderated the relationship between organizational culture and job satisfaction; organizational culture had a stronger effect on job satisfaction among employees working at the administrative office compared to those in community-based centers. Findings underscore the need for leadership to create a strong culture that permeates all work sectors in order for it to be effective.

Sign in / Sign up

Export Citation Format

Share Document