Rewards and recognition to engage private bank employees

2016 ◽  
Vol 39 (12) ◽  
pp. 1738-1751 ◽  
Author(s):  
Piyali Ghosh ◽  
Alka Rai ◽  
Ragini Chauhan ◽  
Gargi Baranwal ◽  
Divya Srivastava
Keyword(s):  
Employee Engagement ◽  
Affective Commitment ◽  
Empirical Test ◽  
Outcome Variable ◽  
Normative Commitment ◽  
Private Bank ◽  
Content Type ◽  
Mediating Role ◽  
Bank Employees ◽  
The Impact

Purpose The purpose of this study is to examine the potential mediating role of employee engagement between rewards and recognition and normative commitment. Design/methodology/approach Responses of a sample of 176 private bank employees in India were used to examine the proposed mediated model. Findings The variable rewards and recognition is found to be significantly correlated to both employee engagement and normative commitment. Results of regression have been analyzed in line with the four conditions of mediation laid down by Baron and Kenny (1986). Further, SPSS macro developed by Preacher and Hayes (2004) is used to test the proposed mediation model. The relationship between rewards and recognition and normative commitment is found to become smaller after controlling the variable employee engagement. The results provide partial support to the mediation hypothesis. Originality/value Normative commitment has been less researched relative to the attention paid to affective commitment. Further, no research has yet focused on the impact of rewards and recognition on normative commitment, with the mediating impact of employee engagement. This study hence provides the first empirical test of the established relationship between rewards and recognition and employee engagement by introducing normative commitment as an outcome variable.

Employee engagement and commitment to two Australian autism employment programs: associations with workload and perceived supervisor support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jennifer R. Spoor ◽  
Rebecca L. Flower ◽  
Simon M. Bury ◽  
Darren Hedley
Keyword(s):  
Employee Engagement ◽  
Affective Commitment ◽  
Organizational Context ◽  
Supervisor Support ◽  
Continuance Commitment ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Workload ◽  
Employment Programs ◽  
The Impact

PurposeAlthough there is growing academic and business interest in autism employment programs, few studies have examined employee (manager and coworker) attitudes toward these programs. The purpose of this study is to examine the impact of workload changes (a job demand) and perceived supervisor support (a job resource) on commitment to the program and employee engagement more broadly.Design/methodology/approachA total of 229 employees from two Australian public sector organizations completed a survey about the autism employment program in their organization.FindingsPerceived workload increases were associated with lower affective commitment and higher continuance commitment to the program. Perceived supervisor support was associated with higher affective commitment to the program and employee engagement, but lower continuance commitment to the program. Perceived supervisor support moderated the effect of workload increase on employee engagement, but not in the expected direction.Originality/valueThis research helps to fill a gap in the autism employment literature by focusing on commitment toward autism employment programs among existing employees. The research helps to provide a more complete and nuanced view of these programs within their broader organizational context.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

Internal corporate branding impact on employees’ brand supporting behaviour

2018 ◽  
Vol 27 (1) ◽  
pp. 79-95 ◽  
Author(s):  
Sally Raouf Ragheb Garas ◽  
Amira Fouad Ahmed Mahran ◽  
Hassan Mohamed Hussein Mohamed
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Role Clarity ◽  
Internal Branding ◽  
Continuance Commitment ◽  
Content Type ◽  
Marketing Orientation ◽  
Bank Employees ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to study the effect of internal branding on brand supporting behaviour (in-role and extra-role) of bank employees in Egypt. It proposes a model which examines the relationship between internal branding and employees’ brand supporting behavior, mediated by employees’ role clarity, affective commitment and continuance commitment, to provide insights into the way in which employees can become brand champions. Design/methodology/approach A single cross-sectional descriptive research was employed. A questionnaire was used to collect data from 400 frontline bank employees. Confirmatory factor analysis was used to test the validity of the scales, and structural equation modelling was used to test the research hypotheses. Findings The results showed that internal branding did not have a direct significant impact on employees’ in-role and extra-role behaviour. However, that impact only took place through employees’ role clarity and their affective commitment. Practical implications The findings suggest that banks can differentiate their offers and build powerful corporate brands through their employees’ brand supporting behaviour. Therefore, bank managers need to consider internal branding within the context of a corporate marketing orientation. Moreover, enhancing employees’ role clarity and affective commitment will ensure sustainable brand supporting behaviour. Originality/value This research is the first quantitative study to examine the impact of role clarity and continuance commitment as possible mediators to the proposed relationship. It further adds up to the internal branding literature, which is mostly qualitative or conceptual and thus suffers from limited conclusive evidence in terms of internal branding benefits and practical implications.

Authentic leadership for teacher’s academic optimism

2016 ◽  
Vol 40 (5) ◽  
pp. 321-344 ◽  
Author(s):  
Anugamini Priya Srivastava ◽  
Rajib Lochan Dhar
Keyword(s):  
Authentic Leadership ◽  
Affective Commitment ◽  
Academic Optimism ◽  
Hierarchical Regression ◽  
Content Type ◽  
Mediating Role ◽  
Indian Schools ◽  
Confirmatory Factor ◽  
The Impact

Purpose This study aims to analyse the impact of authentic leadership (AL) on academic optimism (AO) through the mediating role of affective commitment (AC). As this study also examines the moderating role of training comprehensiveness (TC) in strengthening the relation between AC and AO. Design/methodology/approach Data were collected from school teachers and their immediate principal and were further analysed through confirmatory factor analysis and hierarchical regression analysis. Findings Data analysis provided significant support to the hypotheses presented in the study. AC partially mediated the link between AL and AO, and TC moderated the linkage between AC and AO significantly. Originality/value This study provides novel basis to improve the overall functioning of schools and teachers’ performance. It provides ways to improve the overall AO in Indian schools.

Interactive effects of personal and organizational resources on frontline bank employees’ job outcomes

2015 ◽  
Vol 33 (7) ◽  
pp. 884-903 ◽  
Author(s):  
Aditi Sarkar Sengupta ◽  
Ugur Yavas ◽  
Emin Babakus
Keyword(s):  
Job Performance ◽  
Turnover Intentions ◽  
Interactive Effects ◽  
Frontline Employees ◽  
Organizational Resources ◽  
Content Type ◽  
Mediating Role ◽  
Bank Employees ◽  
The Impact

Purpose – The purpose of this paper is to investigate the mediating role of person-job (P-J) fit on the impact of organizational resources (training and service technology), and a personal resource (customer orientation) on frontline bank employees’ job performance and turnover intentions. Design/methodology/approach – A large-scale survey of 530 frontline employees of a national bank in New Zealand serves as the study setting. Findings – Among others, results show that P-J fit fully mediates the impact of training on turnover intentions and job performance. Research limitations/implications – The cross-sectional nature of the study does not allow causal inferences. Therefore, future studies should adopt longitudinal designs. Practical implications – Management should be careful in planning and providing organizational resources to frontline employees to enhance their perception of P-J fit. Also investing in the recruitment and selection of customer-oriented frontline employees would be a prudent course of action. Originality/value – Empirical research in the banking services literature pertaining to the mediating role of P-J fit is scarce. There is also a lack of research regarding the interaction between personal and organizational resources resulting in complementary or supplementary effects on frontline employees’ fit perceptions. This study fills in the void in both areas.

Improving in-role and extra-role performances with rewards and recognition

2018 ◽  
Vol 41 (8) ◽  
pp. 902-919 ◽  
Author(s):  
Alka Rai ◽  
Piyali Ghosh ◽  
Ragini Chauhan ◽  
Richa Singh
Keyword(s):  
Employee Engagement ◽  
North India ◽  
Retail Sector ◽  
Content Type ◽  
Organizational Policies ◽  
Mediating Role ◽  
Skilled Manpower ◽  
Sales Associates ◽  
The Impact

Purpose This study aims to explore the possibility that rewards and recognition may be instrumental in improving both in-role and extra-role performances of retail sales associates, with an underlying mediating role of employee engagement in this relationship. Design/methodology/approach A survey was conducted across 35 retail stores in five cities located in North India on 247 sales associates. Hierarchical multiple regression analysis was conducted to test the mediation hypotheses. Analysis was done in lines with the conditions of mediation laid down by Baron and Kenny (1986). Findings Employee engagement is found to fully mediate the impact of rewards and recognition on in-role and extra-role performances. Practical implications Organizations should be committed to recognizing employees’ efforts and providing them with financial and non-financial rewards based on organizational policies. Such measures would improve in-role and extra-role performances through enhancing engagement level of employees. Originality/value This study makes significant contributions to literature on employee engagement and that on retail sector, especially in Indian context, through highlighting the mediating role of engagement. Given shortage and retention of skilled manpower as major challenges for Indian retailers, engaging sales associates through rewards and recognition to improve their performance at both in-role and extra-role levels can have significant implications for retailers.

scholarly journals Understanding Three Components of Organizational Commitment in Workgroups and their Relationships with Innovative Behavior

2019 ◽  
Vol 8 (12) ◽  
pp. 563-568
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Empirical Test ◽  
Social Loafing ◽  
Normative Commitment ◽  
Innovative Behavior ◽  
Continuance Commitment ◽  
Mediating Role ◽  
Three Components

Objectives: In the age that requires much focus on the creativity and destructive innovation, team or group-based work environments are prevalent and it is increasingly important for organizations to find and nurture innovative employees who attached to the organizations. In this study, we empirically tested a causal model to foresee innovative behavior consolidating the literatures on organizational commitment and social loafing. Method: With 435 samples collected from employees currently working in various industries in Korea, an empirical test was implemented using SPSS 23 and LISREL 8.54 statistical software package. CFA, a step-wise hierarchical regression, and bootstrapping for medication effect analysis were conducted for hypothesis tests. Results: Results from SPSS and structural equation modelling (SEM) using LIREL revealed that affective commitment was significantly and negatively related to social loafing, whereas normative commitment and continuance commitment were positively related to social loafing. And social loafing had a significantly and negatively effect on innovative behavior and social loafing played a partial mediating role on the relations between the subscales of organizational commitment and innovative behavior. Conclusion: This study provides findings that those who emotionally attached to organization (affective commitment) were more likely not to be involved in social loafing behavior in workgroup settings, whereas those who have obligation to remain with the organization (normative commitment) and who were sensitive to the perceived costs associated with leaving organization (continuance commitment) were more likely to pay less efforts when working collectively than when working individually. And social loafing had a significant and negative effect on innovative behavior and played a mediating role in the relations between the three components of organizational commitment and innovative behavior. Given the findings from the current study, managers and management are recommended to pay more attentions to these differential effects of individual employees’ commitment type on workgroup and innovative behavior, and to pay further attempts finding initiatives to minimize social loafing behaviors, which in turn give adverse effects on innovative behavior

Solving intra-group conflicts by supporting employees’ identification and commitment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zoltán Krajcsák
Keyword(s):  
Case Studies ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Task Conflict ◽  
Relationship Conflict ◽  
Professional Commitment ◽  
Normative Commitment ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this study is to demonstrate how employee commitment and identification affect the intra-group conflicts and to demonstrate the moderator role of some dimensions of core self-evaluation (CSE) on the relationship between commitment and conflict. Exploring relationships can provide a better understanding of the nature of intra-group conflicts and the development of prevention and conflict management strategies. Design/methodology/approach This study uses case studies to illustrate the factors that amplify and weaken conflicts. Case studies describe conflicts within a single multinational company. Findings According to the results, the high levels of affective commitment and the degree of group identification reduce the relationship conflict, and the impact of affective commitment on the relationship conflict is moderated by the degree of self-esteem. The high levels of normative commitment and the degree of organizational identification reduce the process conflict, and the impact of normative commitment on process conflict is moderated by the degree of self-control. The high levels of professional commitment and the degree of occupational identification reduce the task conflict and that the impact of professional commitment on the task conflict is moderated by the degree of self-efficacy. Research limitations/implications The results should also be confirmed by research using a quantitative method. Practical implications Managers need to increase employees’ commitment in a targeted way to increase their performance and to prevent conflicts. An important lesson for recruitment professionals is that in jobs where conflict prevention is particularly important, CSE levels that determine personality traits should also be tested. Originality/value The degree of commitment and identification also largely depends on organizational circumstances and the support of the manager. The factors brought into play by the employees, including the personality of the staff involved in the conflict, also play a role in conflicts. While these do not trigger it, some personality variables influence the outcome of conflicts. The study demonstrates that targeted enhancement of employee commitment and identification can address intra-group conflicts and that CSE is able to prevent certain types of intra-group conflicts through its moderating effect.

Effects of union commitment on job performance in China

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wenyuan Huang ◽  
Chuqin Yuan ◽  
Jie Shen ◽  
Min Li
Keyword(s):  
Job Performance ◽  
Affective Commitment ◽  
Employee Participation ◽  
Mediating Effect ◽  
Union Commitment ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
Moderating Role

PurposeThis study aims to reveal the mechanism through which union commitment influences job performance in China, focusing on the mediating role of employee participation and the moderating role of affective commitment.Design/methodology/approachIn this study, a cross-sectional design was employed to collect data from 596 union members in 33 unionized enterprises in China's Pearl River Delta region.FindingsThe results demonstrate that union commitment is positively related to both employee participation and job performance. Moreover, employee participation mediates the positive relationship between union commitment and job performance. In addition, affective commitment strengthens the relationship between union commitment and employee participation and the mediating effect of employee participation.Practical implicationsThis study indirectly identifies the impact of a union on organizational performance from an individual-level perspective. It also provides new evidence for union construction in order to obtain support from corporate executives in China.Originality/valueThis study makes an important contribution to the literature by proposing and examining the mediating role of employee participation and the moderating role of affective commitment in the underlying mechanism between union commitment and job performance.

scholarly journals How managerial coaching promotes employees' affective commitment and individual performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Tam Nguyen ◽  
Ana Patrícia Duarte ◽  
Rui Torres de Oliveira ◽  
Catarina Faustino
Keyword(s):  
Affective Commitment ◽  
Online Survey ◽  
Positive Impact ◽  
Individual Performance ◽  
Content Type ◽  
Mediating Role ◽  
Coaching Skills ◽  
The Impact ◽  
The Relationship

PurposeThis study sought to provide a more comprehensive understanding of how managers' coaching skills can affect individual performance through the mediating role of affective commitment.Design/methodology/approachThe sample included 198 employees from diverse organizations. Based on an online survey, respondents assessed their managers' coaching skills and reported their own individual performance and affective commitment to their organization.FindingsThe findings show that managers' coaching skills have a positive impact on individual performance and affective commitment, with the latter mediating the relationship between the first two variables.Research limitations/implicationsAdditional studies with larger samples are needed to understand more fully not only the impact of managers' coaching skills on individual performance but also other psychosocial variables affecting that relationship.Practical implicationsOrganizations can increase employees' affective commitment and individual performance by encouraging managers to integrate more coaching skills into their leadership styles.Originality/valueThis study is the first to integrate managers' coaching skills, affective commitment and individual performance into a single research model, thereby extending previous research on this topic.

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