Factors Affecting Entrepreneurial Behavior Among Employees in Organizations: Mediating Role of Affective Commitment

2018 ◽  
Vol 26 (04) ◽  
pp. 349-378 ◽  
Author(s):  
Muhammad Anwar ul Haq ◽  
Yan Jingdong ◽  
Muhammad Usman ◽  
Shaista Khalid
Keyword(s):  
Affective Commitment ◽  
Survey Design ◽  
Positive Influence ◽  
Entrepreneurial Behavior ◽  
Factors Affecting ◽  
Mediating Role ◽  
Communication Openness ◽  
Failure Tolerance ◽  
The Relationship

This paper finds the role of perceived failure tolerance, communication openness, work discretion, and reward fairness in influencing the entrepreneurial behavior of employees. We also study the mediating role of affective commitment between entrepreneurial behavior and its antecedents. Data were collected using survey design from 381 telecommunication professionals in Pakistan. The analysis, using SEM, shows that predictor variables have a significant positive influence on organizational entrepreneurial behavior. Furthermore, affective commitment partially mediates the relationship between failure tolerance, communication openness, work discretion and organizational entrepreneurial behavior, whereas, it fully mediates the effect of reward fairness. On the basis of our results, managers are advised to lead their followers in such a way that the employees offer their innovative potential for the organization by becoming internal entrepreneurs.

scholarly journals Factors affecting the organizational performance of manufacturing firms

2017 ◽  
Vol 9 ◽  
pp. 184797901771262 ◽  
Author(s):  
Ahmad Adnan Al-Tit
Keyword(s):  
Organizational Performance ◽  
Measurement Instrument ◽  
Manufacturing Firms ◽  
Factors Affecting ◽  
Mediating Role ◽  
Values And Beliefs ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Numerous studies have been conducted to explore the individual effects of organizational culture (OC) and supply chain management (SCM) practices on organizational performance (OP) in different settings. The aim of this study is to investigate the impact of OC and SCM on OP. The sample of the study consisted of 93 manufacturing firms in Jordan. Data were collected from employees and managers from different divisions using a reliable and valid measurement instrument. The findings confirm that both OC and SCM practices significantly predict OP. The current study is significant in reliably testing the relationship between SCM practices and OP; however, it is necessary to consider cultural assumptions, values and beliefs as the impact of OC on OP is greater than the impact of SCM practices. Based on the results, future studies should consider the moderating and mediating role of OC on the relationship between SCM practices and OP.

Van rechtvaardigheid naar uitputting en bevlogenheid

2012 ◽  
Vol 25 (2) ◽  
Author(s):  
Peter Verboon ◽  
Klaas Schakel ◽  
Karen van Dam
Keyword(s):  
Organizational Justice ◽  
Affective Commitment ◽  
Positive Behavior ◽  
Mediating Role ◽  
Two Samples ◽  
Group Engagement ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

From justice to exhaustion and engagement. The role of affective commitment to the organization From justice to exhaustion and engagement. The role of affective commitment to the organization In two studies the relationship between perceived organizational justice and emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organization in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behavior and attitudes because it increases commitment to the organization, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organization can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working in a police organization. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and the limitations of the study are discussed.

The effect of perceived organisational politics on organisational silence through organisational cynicism: Moderator role of perceived support

2018 ◽  
pp. 1-20 ◽  
Author(s):  
Hadi A. AL-Abrrow
Keyword(s):  
Structural Equation ◽  
Survey Design ◽  
Equation Model ◽  
Public Hospitals ◽  
Perceived Support ◽  
Mediating Role ◽  
Moderator Role ◽  
The Relationship ◽  
Organisational Politics

AbstractThis study examines the effect of perceived organisational politics on organisational silence through the mediating role of organisational cynicism. In addition, it tests the effect of perceived support on this relationship. A quantitative (questionnaire survey) design was used to gather data from 346 employees in three public hospitals in Iraq. The structural equation model was used for data analysis. The results demonstrate that all the major hypotheses were accepted, and important role of perceived support in reversing the positive relationship between perceived organisational politics and organisational cynicism was also highlighted. Furthermore, the mediating role was clear in terms of organisational cynicism and the relationship between perceived organisational politics and organisational silence.

The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment

2020 ◽  
pp. 146735842097215
Author(s):  
Abu Elnasr E Sobaih ◽  
Ahmed M Hasanein ◽  
Meqbel M Aliedan ◽  
Hassan S Abdallah
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Affective Commitment ◽  
Positive Impact ◽  
Organisational Commitment ◽  
Intention To Stay ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

This study examines the impact of both transformational leadership (TFL) and transactional leadership (TCL) on employee intention to stay (ITS) in deluxe hotels. It also examines the mediating role of organisational commitment (OC) in the relationship between leadership styles, i.e. TFL and TCL, and ITS. A pre-tested questionnaire survey was self-administered to front-line employees in deluxe hotels in Egypt, where these leadership styles were prominent. The key findings showed that TFL has more positive impact on OC and ITS than TCL. Affective commitment (AC) and normative commitment (NC) were found to partially mediate the relationship between both leadership styles and ITS. Employees exhibit higher ITS when they perceive proper leadership practices, especially TFL. Hotel executives should place more emphasis and investments on TFL to effectively achieve OC and positively influence ITS which is critical for the hotel industry that often suffers from high employee turnover.

“Ownership structure and firm performance: the mediating role of board characteristics”

2020 ◽  
Vol 20 (4) ◽  
pp. 719-737 ◽  
Author(s):  
Md Mamunur Rashid
Keyword(s):  
Firm Performance ◽  
Ownership Structure ◽  
Indirect Effect ◽  
Positive Influence ◽  
Board Independence ◽  
Content Type ◽  
Board Characteristics ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this study is to examine the mediating role of corporate board characteristics in the relationship between ownership structure and firm performance in the listed public limited companies of Bangladesh. Design/methodology/approach The study analyzed 527 annual reports of listed companies in Bangladesh for the years 2015-2017. The direct and indirect effect of ownership structure on firm performance was examined using AMOS 23. Baron and Kenny’s (1986) four steps procedure was used to establish the mediating role of board characteristics. Findings The results demonstrated that foreign ownership and director ownership have significant positive influence on both accounting and market based firm’s performance, while institutional ownership exhibits positive influence only on accounting-based performance (return on assets). With respect to mediating effect, the results show that board size and board independence partially mediate the relationship between ownership structure and firm performance. Research limitations/implications The major limitation of the study is that it focuses only on three years data in examining the hypothesized relationship among the variables. Practical implications Investors, regulators and managers can get evocative insights, particularly who seek to improve their company’s performance in the capital market through restructuring their ownership structure and board composition. Originality/value The study focuses on both direct and indirect effect of ownership structure on firm performance in the context of an emerging and developing economy. In examining the indirect effect, the study uses board size and board independence as the mediating variables.

The relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change

2017 ◽  
Vol 30 (4) ◽  
pp. 610-631 ◽  
Author(s):  
Parul Malik ◽  
Pooja Garg
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Affective Commitment ◽  
Learning Culture ◽  
Mediating Effect ◽  
Commitment To Change ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to empirically investigate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Also, the paper examines the mediating effect of employee resilience on the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Design/methodology/approach The sample comprised of responses from 510 employees’ working in information technology companies based in India. Confirmatory factor analysis was employed to analyse the proposed measurement model and structural equation modelling was used to test the study hypotheses. Additionally, the study utilized mediation analyses proposed by Preacher and Hayes (2004) to investigate the mediating role of employee resilience. Findings The results show significant relationship between the study variables. Employee resilience was found to partially mediate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Practical implications Examining the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and employee resilience can have significant implications for organizations. The proposed study framework can be utilized by the researchers and human resource practitioners to frame organizational practices and interventions to develop a pool of resilient and change committed workforce. Originality/value First, the general understanding of the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change is scant in literature. Second, the study extends the previous research by investigating the mediating role of employee resilience between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change.

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.

scholarly journals The Role of Employees Job Satisfaction in the Relationship between Transformational Leadership and Affective Commitment at Roof-Tile Manufacturing Company

2021 ◽  
Vol 11 (1) ◽  
pp. 306
Author(s):  
Tri Widarmanti ◽  
Arif Partono Prasetio ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Affective Commitment ◽  
Mediating Role ◽  
Roof Tile ◽  
The Relationship ◽  
Mediator Variable

Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.

scholarly journals Fostering Knowledge Transfer through High- Performance HRM Practices: The Mediating Role of Affective Commitment

2017 ◽  
Vol 13 (13) ◽  
pp. 374
Author(s):  
Darius N. Ikyanyon ◽  
Egena Ode
Keyword(s):  
Regression Analysis ◽  
Knowledge Transfer ◽  
High Performance ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Relationship

Due to the importance of knowledge transfer in enhancing competitive advantage of firms, organizations are increasingly developing strategies for effective knowledge transfer. This study examined the relationship between high-performance HRM and knowledge transfer as well as the mediating effect of affective commitment on this relationship. The study is based on data from 136 mangers drawn from six banks in Nigeria. Through the use of regression analysis and mediation analysis using PROCESS macros, we report a positive relationship between highperformance HRM and knowledge transfer. We also found a positive relationship between affective commitment and knowledge transfer. In turn, affective commitment mediated the relationship between high-performance HRM and knowledge transfer. The study therefore concluded that highperformance HRM contributes to knowledge transfer directly and indirectly through affective commitment.

Role Stress and Affective Commitment: Mediator Analysis of Employee Satisfaction

2020 ◽  
Vol 24 (4) ◽  
pp. 471-480
Author(s):  
Prabhjot Kaur
Keyword(s):  
Employee Satisfaction ◽  
Service Sector ◽  
Affective Commitment ◽  
Negative Relationship ◽  
Role Stress ◽  
Employee Attitudes ◽  
Mediating Role ◽  
Emotional Commitment ◽  
The Relationship

With an emerging competition and advance job requirements, the need to understand the role stress (RS) is becoming apparent. Literature indicates that RS negatively relates to employee attitudes, actions, and satisfaction and emotional commitment. However, it would be very interesting to understand the essential apparatus of role stress (RS)–affective commitment (AC) relationship. For this, the present research also studies the mediating role of employee satisfaction (ES). By using convenience sampling, the present research included 349 employees who work in the service sector of Punjab and Chandigarh. The results were analysed with the help of hierarchical multiple regression and bootstrapping in SPSS to study the intervening effect. The present study shows an empirical confirmation that there is a negative relationship between RS, AC and ES. Findings have also suggested the mediating influence of employee satisfaction in the relationship between RS and AC.

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