SOCIAL EXCHANGE AND ORGANIZATIONAL COMMITMENT: DECISION-MAKING TRAINING FOR JOB CHOICE AS AN ALTERNATIVE TO THE REALISTIC JOB PREVIEW

Recognizing the importance of knowledge sharing, this study adopted social learning and social exchange perspectives to understand when employees may engage in knowledge sharing. Using data collected from 192 employees in various South Korean organizations, the findings demonstrate that there is a positive relationship between supervisor knowledge sharing and employee knowledge sharing. As employees perceive a high level of supervisor knowledge sharing, they are likely to engage in knowledge sharing based on social learning and social exchange theories. Furthermore, the study explores the moderating effects of learning goal orientation and affective organizational commitment in the relationship between supervisor knowledge sharing and employee knowledge sharing. The result supports the hypothesis that the relationship between supervisor knowledge sharing and employee knowledge sharing is strengthened when there is a high level of affective organizational commitment. Employees who obtain valuable knowledge from their supervisors are likely to engage in knowledge sharing when they are emotionally attached to their organization. However, in contrast to the hypothesis, the positive relationship between supervisor knowledge sharing and employee knowledge sharing was stronger at the lower levels of learning goal orientation (LGO) than at the higher levels of LGO.

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A Field Study of Two Measures of Work Motivation for Predicting Leader's Transformational Behaviors

Psychological Reports ◽

10.2466/pr0.2000.86.1.295 ◽

2000 ◽

Vol 86 (1) ◽

pp. 295-300 ◽

Cited By ~ 34

Author(s):

John E. Barbuto ◽

Susan M. Fritz ◽

David Marx

Keyword(s):

Decision Making ◽

Work Motivation ◽

Multifactor Leadership Questionnaire ◽

Job Choice ◽

Idealized Influence ◽

Multifactor Leadership ◽

Inspirational Motivation ◽

Choice Decision ◽

Two Measures ◽

Influence Behavior

Relationships between motivation and transformational leadership were examined in this study. 56 leaders and 234 followers from a variety of organizations were sampled. Leaders were administered the Motivation Sources Inventory and the Job Choice Decision-making Exercise, while followers reported leaders' behaviors using the Multifactor Leadership Questionnaire (MLQ–rater version). Scores on the Motivation Sources Inventory subscales subsequently correlated with the Multifactor Leadership Questionnaire subscales of inspirational motivation, idealized influence (behavior), and individualized consideration (range, r = .13 to .23). There were no significant correlations among any of the Job Choice Decision-making Exercise subscales with any of the variables measured.

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Data-based ethical decision making, lateral relations, and organizational commitment

Employee Relations ◽

10.1108/er-10-2017-0240 ◽

2018 ◽

Vol 40 (6) ◽

pp. 946-963 ◽

Cited By ~ 3

Author(s):

Sean Robert Valentine ◽

David Hollingworth ◽

Patrick Schultz

Keyword(s):

Decision Making ◽

Organizational Commitment ◽

Information Flow ◽

Structural Equation ◽

Ethical Decision ◽

Ethical Decision Making ◽

Ethical Issues ◽

Self Report ◽

Equation Modeling ◽

Content Type

Purpose Focusing on ethical issues when making organizational decisions should encourage a variety of positive outcomes for companies and their employees. The purpose of this paper is to determine the degree to which data-based ethical decision making, lateral relations and organizational commitment are interrelated in organizations. Design/methodology/approach Data were collected from business professionals employed at multiple locations of a financial services firm operating in the USA. Mediation analysis (based on structural equation modeling) was used to test the proposed relationships. Findings Results indicated that employees’ perceptions of data-based ethical decision making were positively related to perceived lateral relations, and that perceived lateral relations were positively related to organizational commitment. Research limitations/implications Given that information was collected using only a self-report questionnaire, common method bias could be an issue. In addition, the study’s cross-sectional design limits conclusions about causality. Another limitation involves the study’s homogenous sample, which decreases the generalizability of the findings. Finally, variable responses could have been impacted by individual frames of reference and other perceptual differences. Practical implications Results suggest that information flow enhancements should support or be consistent with horizontal information flow enhancements, and that together these factors should increase employee commitment. Originality/value Given the dearth of existing research, this interdisciplinary investigation is important because it fills gaps in the management literature. This study is also important because the results could inform decisions regarding the use of data analysis in ethical decisions and lateral forms of organizational structuring to improve work attitudes.

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Some Factors that Affecting the Performance of Mathematics Teachers in Junior High School in Medan

International Education Studies ◽

10.5539/ies.v9n4p165 ◽

2016 ◽

Vol 9 (4) ◽

pp. 165 ◽

Cited By ~ 1

Author(s):

Martua Manullang ◽

Waminton Rajagukguk

Keyword(s):

High School ◽

Decision Making ◽

Organizational Commitment ◽

Achievement Motivation ◽

Clinical Supervision ◽

Junior High School ◽

Mathematics Teacher ◽

Junior High ◽

Organizational Knowledge ◽

Good Communication

Some Factor’s That Affecting The Mathematic Teacher Performance For Junior High School In Medan. This research will examine the effect of direct and indirect of the Organizational Knowledge towards the achievement motivation, decision making, organizational commitment, the performance of mathematics teacher. The research method is a method of surveying the number of respondents as many as 102 teachers of mathematics taken by stratified proportional random sampling. The research found there is a direct influence of organizational knowledge on achievement motivation, decision making, organizational commitment and the performance of math teacher respectively 16.3%, 13.1%, 12.2% and 4.54%. Achievement motivation, decision making, and organizational commitment have directly effects on the performance of mathematics teacher. The magnitude of changes in performance that can directly determine organizational knowledge, achievement motivation, decision-making and organizational commitment respectively are 10.24%, 12.32%, 3.42% and 2.92%. To teachers of mathematics, in order to improve the understanding of the knowledge of the organization, increase achievement motivation through desire superior achievement and improvement of organizational commitment. For heads and school inspectors, need to improve clinical supervision and foster good communication increases the openness and good cooperation with teachers of mathematics, and for the head of the city education field, is expected to give a briefing and training for teachers, race through the efforts competitions drafting paper development learning mathematics.

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Voice Climate, TMX, and Task Interdependence: A Team-Level Study

Small Group Research ◽

10.1177/1046496418805855 ◽

2018 ◽

Vol 50 (2) ◽

pp. 199-226

Author(s):

Jinyun Duan ◽

Yue Xu ◽

M. Lance Frazier

Keyword(s):

Decision Making ◽

Social Exchange ◽

Social Exchange Theory ◽

Task Interdependence ◽

Innovative Performance ◽

Team Decision Making ◽

Mediation Analyses ◽

Team Member Exchange ◽

Team Decision ◽

The Relationship

Drawing on social exchange theory, the current research hypothesizes voice climate as a mediator of the relationship between team-member exchange (TMX) and both team decision-making effectiveness and innovative performance. Furthermore, we propose that task interdependence moderates the mediational relationship between TMX, voice climate, team decision-making effectiveness, and innovative performance. Survey results based on 294 members and their leaders from 73 entrepreneur teams demonstrated that TMX is positively related to voice climate and the two outcome variables. In addition, the relationships between TMX and both decision-making effectiveness and innovative performance are mediated by voice climate perceptions, respectively. Task interdependence moderated the relationship between TMX and voice climate, whereas moderated-mediation analyses indicated that the mediational relationship between TMX, voice climate, and both outcomes is stronger when task interdependence is high rather than low.

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Job insecurity and turnover intention: Organizational commitment as mediator

Social Behavior and Personality An International Journal ◽

10.2224/sbp.5865 ◽

2017 ◽

Vol 45 (4) ◽

pp. 529-536 ◽

Cited By ~ 9

Author(s):

Sang Hyun Lee ◽

Dae Yong Jeong

Keyword(s):

Organizational Commitment ◽

Social Exchange ◽

Turnover Intention ◽

Structural Equation ◽

Social Exchange Theory ◽

Job Insecurity ◽

Mediating Effect ◽

Equation Modeling ◽

Future Research ◽

The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

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PENGARUH FAKTOR PERSONAL TERHADAP KOMITMEN ORGANISASIONAL GURU MADRASAH

QUALITY ◽

10.21043/quality.v7i2.6153 ◽

2019 ◽

Vol 7 (2) ◽

pp. 1

Author(s):

Rofiq Faudy Akbar

Keyword(s):

Organizational Commitment ◽

Psychological Contract ◽

Structural Equation ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Job Choice ◽

Personal Factors ◽

Central Java ◽

First Time

This study aims to examine the influence of personal factors on organizational commitment. Personal factors in this study are interpreted with job choice factor, expectancy, and psychological contract variables. Research respondents were private madrasa teachers in the Central Java Indonesia. Data analysis using structural equation modeling partial least square shows that personal factors have a positive and significant effect on teacher organizational commitment. Job choice factor is the consideration of the applicant the first time someone decides to work as a teacher. Individuals have evaluated salary, the nature of the type of work as an educator, as well as long-term prospects such as the possibility to become permanent teachers of a madrasa / school and the opportunity to get certified. Teachers have expectations regarding financial and non-financial compensation and hope the head of the madrasa or foundation provides reciprocity or appreciation for their sacrifice to the organization. Teachers always expect a positive response from the head of the madrasa/foundation, as their workload increases. Positive responses from the head of the madrasa/foundation provided their commitment to work and organization will always increase, conversely.

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An Empirical Investigation of the Effect of Training and Development on Organizational Commitment in Higher Education Sector

Journal of International Business and Management ◽

10.37227/jibm-2021-09-1227 ◽

2021 ◽

Keyword(s):

Higher Education ◽

Organizational Commitment ◽

Social Exchange ◽

Structural Equation ◽

Quantitative Research ◽

Social Exchange Theory ◽

Training And Development ◽

Research Approach ◽

Organisational Commitment ◽

Confirmatory Factor

This study aims to empirically investigate the effect of training and development on the organisational commitment of employees in the context of higher education. The study adopts a quantitative research approach where data is collected using a self-administered survey questionnaire distributed among faculty staff of the Aden University in Yemen. A total of 296 usable responses were received. Data was analysis by confirmatory factor analysis (CFA) and structural equation modelling (SEM). The finding reveal a positive relationship between training and development, and organisational commitment. This study concludes that when organisations provide training and development to enhance the knowledge and skills of their employees, it will contribute towards employees extending greater effort into their commitment to that organisation. Keywords: Training and development, organizational commitment, Higher Education, Social Exchange Theory

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