How to increase organizational commitment through transactional leadership

2016 ◽  
Vol 37 (4) ◽  
pp. 507-519 ◽  
Author(s):  
Leila Afshari ◽  
Paul Gibson
Keyword(s):  
Organizational Commitment ◽  
Transactional Leadership ◽  
Underlying Mechanism ◽  
Need Satisfaction ◽  
Mediation Effect ◽  
Healthcare Sector ◽  
Content Type ◽  
Psychological Need ◽  
Manufacturing Organization ◽  
The Relationship

Purpose – The purpose of this paper is to explore the relationship between transactional leadership and willing organizational commitment in two significantly different organizations (one from the healthcare sector and one from manufacturing). Design/methodology/approach – Partial Least Squares was used to develop a mediation model explaining the underlying mechanism between contingent reward leadership and willing organizational commitment. Findings – The data indicates that, as expected, the relationship between transactional leadership and willing commitment in the manufacturing organization was mediated by both competence and relatedness; however, in the healthcare organization, to the surprise, this relationship was mediated by competence only. Practical implications – The authors develop a model that could help organizational managers and consultants improve the productivity and effectiveness of their work by taking the findings into account. Originality/value – Previous research has focused on the effectiveness of transformational research: this paper is one of the first to explore the relationship between transactional leadership and willing organizational commitment, taking into account the mediation effect of psychological need satisfaction.

Mediating effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction

2018 ◽  
Vol 37 (1) ◽  
pp. 65-75 ◽  
Author(s):  
Muhammad Idrus Taba
Keyword(s):  
Organizational Commitment ◽  
Work Performance ◽  
Work Satisfaction ◽  
Reward System ◽  
Mediation Effect ◽  
Extrinsic Reward ◽  
Content Type ◽  
Intrinsic Reward ◽  
South Sulawesi ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediation effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction. Design/methodology/approach The study population constituted all employees/permanent employees (civil servants and non-civil servants) at Bank of BNI, Bank of BRI, Bank of Mandiri, and Bank of South Sulawesi. The analytical method used to test the hypothesis of the research was structural equation modeling. Findings Based on the analysis results, it can be concluded that the extrinsic reward system and the intrinsic reward system have a direct, significant effect on work performance and organizational commitment, and work performance and also organizational commitment have a direct, significant effect on work satisfaction. On the other hand, the extrinsic reward system and the intrinsic reward system have no direct effect on work performance, but work performance and organizational commitment as mediation variables bridge the relationship between the extrinsic reward system and the intrinsic reward system to work satisfaction. Originality/value Mediation effect (using the Sobel test) of work performance, and organizational commitment in the relationship between Reward Systems on work satisfaction, location of the study (no previous research for this relationship): Bank of South Sulawesi, Indonesia.

The elephant in the room: exploring the motivational antecedents of servant leadership

2020 ◽  
Vol 41 (5) ◽  
pp. 637-652
Author(s):  
Joshua Paas ◽  
Rob F. Poell ◽  
Saša Batistič
Keyword(s):  
Servant Leadership ◽  
Need Satisfaction ◽  
Online Questionnaire ◽  
Motivation To Lead ◽  
Content Type ◽  
Psychological Need ◽  
Confirmatory Factor ◽  
Positive Work Environment ◽  
The Relationship ◽  
Positive Work

PurposeThis paper aims to examine how psychological need satisfaction (PNS) relates to the display of servant leadership (SL) behavior through the motivation to serve (MTS) and non-calculative motivation to lead (MTL).Design/methodology/approachData were collected using an electronic online questionnaire completed by 125 individuals from various organizations and industries. Data were analyzed using confirmatory factor analysis (CFA) and regression analysis.FindingsPNS, MTS and non-calculative MTL were found to relate positively to the display of SL behavior. Moreover, both MTS and non-calculative MTL were found to mediate fully the relationship between PNS and SL.Originality/valueThis study is one of the first to investigate the motivational antecedents of SL. Moreover, it is the first to empirically study PNS as an antecedent of SL. The findings emphasize the importance of a leader's PNS in their motivation to display SL behavior, implying that a positive work environment is conducive to SL.

Behavioral and psychological consequences of corporate social responsibility: need of the time

2016 ◽  
Vol 12 (2) ◽  
pp. 307-320 ◽  
Author(s):  
Talat Islam ◽  
Ishfaq Ahmed ◽  
Ghulam Ali ◽  
Tahreem Sadiq
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Identification ◽  
Hotel Industry ◽  
Underlying Mechanism ◽  
Content Type ◽  
Corporate Social ◽  
The Relationship ◽  
Practical Implications

Purpose Although the concept of corporate social responsibility (CSR) has become an inspiring catch all in the eyes of researchers and practitioners, little from its psychological and behavioural consequences has been focused. This study aims to examine the relationship between CSR and organizational citizenship behaviour and the underlying mechanism between this relation using organizational identification and organizational commitment as mediating variables. Design/methodology/approach A questionnaire-based survey was given to 486 Malaysian employees of the hotel industry. Findings First, instruments were checked regarding its unidimensionality by applying confirmatory factor analysis (CFA), and then, structural equation modelling (SEM) was applied to test the model. SEM confirms that organizational commitment (OC) mediate the relationship between CSR and organizational citizenship behaviour (OCB), while organizational identification (OI) mediate the relationship between CSR and OC. Research limitations/implications The study selected sample from Malaysia hotel industry, the results might be different if samples are taken from a geographically different area. Practical implications The study has theoretical and practical implications for hotel managers to enhance employees’ identification, commitment and extra-role behaviour. Originality/value The study revealed underlying mechanism between CSR and OCB by incorporating OC and OI as mediating variables.

Narcissistic supervision and employees' change-oriented OCB

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wenting Wang ◽  
Lirong Jian ◽  
Qiuyun Guo ◽  
Haitao Zhang ◽  
Wenxing Liu
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Safety ◽  
Underlying Mechanism ◽  
Dark Side ◽  
Equation Modeling ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Negative Effect ◽  
The Relationship

PurposeThe purpose of this study is to build a link between narcissistic supervision and employees' change-oriented organizational citizenship behaviors (OCBs). On the basis of the social dynamics of state paranoia theory, the study examines the relationship between narcissistic supervision and employees' change-oriented OCBs, and explores how this relationship is mediated by psychological safety and affective organizational commitment.Design/methodology/approachUsing data collected from a sample of 183 employee–leader dyads from a technology company in China, the study examines the mediating effects of psychological safety and affective organizational commitment on the relationship between narcissistic supervision and employees' change-oriented OCBs. Structural equation modeling is used to analyze the data.FindingsThe results indicate that narcissistic supervision has a negative effect on psychological safety and affective organizational commitment; psychological safety mediates the relationship between narcissistic supervision and affective organizational commitment; and affective organizational commitment mediates the relationship between psychological safety and employees' change-oriented OCBs. The results also show that the negative effect of narcissistic supervision on employees' change-oriented OCBs is mediated by psychological safety and subsequently affective organizational commitment.Originality/valueThis study contributes to the literature by linking narcissistic supervision and employees' change-oriented OCBs and suggesting that psychological safety and affective organizational commitment are two critical mediators of this relationship. This study not only advances research on the “dark side” of narcissistic supervision, but also sheds light on the underlying mechanism of narcissistic supervision and employees' change-oriented OCBs from the psychological and emotional perspectives.

Supervisor monitoring and subordinate work attitudes: a need satisfaction and supervisory support perspective

2020 ◽  
Vol 41 (8) ◽  
pp. 1089-1105
Author(s):  
Madhurima Mishra ◽  
Koustab Ghosh
Keyword(s):  
Job Satisfaction ◽  
Work Attitudes ◽  
Need Satisfaction ◽  
Supervisory Support ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Psychological Need ◽  
Perceived Supervisory Support ◽  
The Relationship ◽  
Psychological Need Satisfaction

PurposeDrawing on self-determination theory and organizational support theory, the present study explored how two styles of supervisor monitoring, namely, interactional and observational, differently impact job satisfaction and affective organizational commitment of subordinates. In addition, the mediating roles of psychological need satisfaction from the supervisor and perceived supervisory support were also investigated.Design/methodology/approachResponses were collected from 183 full-time employees through a web-based survey, and data were analyzed using partial least squares structural equation modeling (PLS-SEM).FindingsResults indicate that interactional monitoring positively influences psychological need satisfaction from the supervisor and perceived supervisory support, while observational monitoring negatively influences psychological need satisfaction from the supervisor and perceived supervisory support. Psychological need satisfaction from the supervisor fully mediates the relationship between interactional monitoring and affective organizational commitment, while perceptions of supervisory support partially mediate the relationship between the two monitoring styles and job satisfaction.Research limitations/implicationsThe findings of the study need to be interpreted with caution as causality could not be inferred due to the cross-sectional nature of the study.Practical implicationsSupervisors are advised to adopt an interactional style of monitoring, as it favorably influences the work attitudes of subordinates.Originality/valueThe present study is one of the few works that have examined the differential impact of supervisor monitoring styles on subordinates' work outcomes.

Impact of perceived corporate social responsibility on attitudes and behaviors of pharmacists working in MNCs

Humanomics ◽  
2017 ◽  
Vol 33 (4) ◽  
pp. 453-469 ◽  
Author(s):  
Muhammad Khaleel ◽  
Shankar Chelliah ◽  
Sana Rauf ◽  
Muhammad Jamil
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Supervisory Support ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Perceived Supervisory Support ◽  
And Behaviors ◽  
Corporate Social ◽  
The Relationship

Purpose This study aims to find out how corporate social responsibility (CSR) initiatives are perceived by pharmacists and how it influences employees’ organizational commitment and organizational citizenship behavior (OCB) and role of perceived supervisor support in the study. Design/methodology/approach Pharmacists of different hierarchical levels from five multinational pharmaceutical industries in Pakistan were selected as study samples. Data were collected from 136 pharmacists working in Punjab Region. PLS-SEM was used to test the hypotheses. Findings The results from this study found that CSR was a predictor of affective organizational commitment (AOC) and OCB. AOC fully mediates the relationship between CSR and OCB. While perceived supervisory support did not moderate the relationship between AOC and OCB. Pharmaceutical firms can promote commitment toward organization and OCBs by initiating CSR activities. Research limitations/implications This research is one of the innovative studies that empirically examine the predicting role of CSR and moderating role of perceived supervisory support on employees’ attitude and behaviors in the pharmaceutical companies’ context. Moreover, this research will also help the management by adopting CSR activities as core element in shaping employees attitudes and behaviors. Originality/value It is a significant study shifting the focus of research into organizational behavior context and further influences employee’s attitudes and behavior because of perceived CSR in the pharmacy industry.

The relationship between perceptions of learning climate and employee innovative behavior and proficiency

2017 ◽  
Vol 46 (8) ◽  
pp. 1454-1474 ◽  
Author(s):  
Liat Eldor
Keyword(s):  
Public Sector ◽  
Working Environment ◽  
Mediation Effect ◽  
Learning Climate ◽  
Mediation Process ◽  
Job Engagement ◽  
Innovative Behavior ◽  
Role Performance ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between perceptions of learning climate and employee innovative behavior and proficiency. Design/methodology/approach Using robust analysis techniques on data from a sample of 419 employees and their supervisors from four different business and public sector organizations, the author tested the proposed relationships, as mediated by job engagement. Moreover, this mediation effect was examined in the light of sector of employment differences (business vs public). Findings The results were generally consistent with the hypothesized conceptual scheme, in that the indirect relationship between perceptions of learning climate and employees’ innovative behavior and proficiency was mediated by job engagement. However, with regard to sector employment differences, this mediation process was demonstrated among business sector employees only to the relationship between perceptions of learning climate and innovative behavior. When proficiency was included in the mediation model, this mediation effect was evident among public sector employees. Originality/value The research on perceptions of learning climate lacks empirical evidence on its implications for employees’ innovative behavior and proficiency. Although scholars contend that employees’ perceptions of learning climate should enhance their in-role and extra-role performance behaviors, these arguments are mainly non-empirical. Understanding whether perceptions of learning have an impact on employee intra- and extra-role performance behaviors is important, considering that the majority of workplace learning occurs through daily ongoing means that are part of the working environment and previous research results show that structured learning and formal training are less effective in improving employees’ performance at work.

The relationship between internal integration and manufacturing flexibility in the Egyptian industry

2019 ◽  
Vol 11 (1) ◽  
pp. 16-33 ◽  
Author(s):  
Magdy A. Khalaf ◽  
Mohamed Yehia El Mokadem
Keyword(s):  
Material Handling ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Manufacturing Flexibility ◽  
Content Type ◽  
Research Findings ◽  
New Perspective ◽  
Internal Integration ◽  
The Relationship ◽  
Triadic Relationship

Purpose This paper aims to empirically investigate the triadic relationship between internal integration, internal flexibility and external flexibility. Design/methodology/approach This research hypothesized the mediation effect of internal flexibility on the relationship between internal integration and external flexibility. Survey data were collected and analyzed using simple and mediation regression analysis to test the study hypotheses. Findings The research finding reveals that machine, labor and material handling flexibilities; being as internal flexibility dimensions mediate the relationship between internal integration and volume and mix flexibilities; being as external flexibility dimensions. The results provided insufficient evidence on the mediating effect of routing flexibility on the relationship between internal integration and both volume and mix flexibilities. Research limitations/implications This research presents a new perspective for research studies to understand the factors that affect manufacturing flexibility. However, the nature of the surveyed sample and using of a single informant might limit the generalizability of the research findings. Practical implications This study provides useful insights for firms wishing to enhance their competitiveness through improving their flexibility. The companies should be aware of the importance of developing a suitable platform for coordinating inter-departmental activities to enhance its internal competencies, which, in turn, improve its customer-facing capabilities and boosts its competitiveness. Originality/value This paper contributes to knowledge by proposing and empirically testing the mediating effect of internal flexibility on the relationship between internal integration and external flexibility.

Attitude: mediator of subjective norm, religiosity and intention to adopt Islamic banking

2019 ◽  
Vol 11 (1) ◽  
pp. 81-96 ◽  
Author(s):  
Juma Bananuka ◽  
Musa Kasera ◽  
Grace Muganga Najjemba ◽  
Doreen Musimenta ◽  
Bob Ssekiziyivu ◽  
...  
Keyword(s):  
Methodological Approach ◽  
Subjective Norm ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Future Research ◽  
Islamic Banking ◽  
Content Type ◽  
Intention To Adopt ◽  
The Relationship ◽  
Secular State

Purpose The purpose of this paper is to report on the results of a study carried out to examine the mediating effect of attitude in the relationship between subjective norm, religiosity and intention to adopt Islamic banking in a developing secular state like Uganda. Design/methodology/approach This study’ research design was cross sectional. Closed ended questionnaires were distributed to 258 managers of micro businesses in Uganda. Data were analyzed with the help of SPSS v22 and MedGraph program (Excel version). Findings Attitude is a significant mediator in the relationship between subjective norm and intention to adopt Islamic banking. Also, attitude significantly mediates the relationship between religiosity and intention to adopt Islamic banking. Research limitations/implications The study used only a single research methodological approach; therefore, future research could be undertaken using a mixed-methods approach. Practical implications Emphasis should be put on improving the mindsets of Ugandans toward Islamic banking. Originality/value While there has been a number of studies on Islamic banking, this study provides an initial empirical evidence on the mediation effect of attitude in the relationship between subjective norm, religiosity and intention to adopt Islamic banking in a single study in an African developing secular state like Uganda.

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