Knowledge Sharing Among Pakistani IT Professionals: Examining the Role of Procedural Justice, Pay Satisfaction and Organizational Commitment

2015 ◽  
Vol 21 (5) ◽  
pp. 1189-1192 ◽  
Author(s):  
Afsheen Fatima ◽  
Rabia Imran ◽  
Hina Shahab ◽  
Sehar Zulfiqar
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Knowledge Sharing ◽  
Pay Satisfaction ◽  
It Professionals

scholarly journals Knowledge Sharing Culture Influences on Organizational Commitment: The Mediating Role of Pay Satisfaction

2020 ◽  
Vol 6 (1) ◽  
pp. 117-126
Author(s):  
Naveed Farooq ◽  
Kauser Hayat ◽  
Hazrat Bilal ◽  
Wahid Raza
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Knowledge Sharing ◽  
Positive Impact ◽  
Faculty Members ◽  
Pay Satisfaction ◽  
Mediating Role ◽  
Knowledge Intensive ◽  
The Relationship

Public sector universities are preliminary knowledge intensive and to stunt their information effective knowledge sharing among faculty is required. We focus on the faculty of public sector universities that share or limit knowledge sharing. Determining which factors promote, influence or impede sharing of knowledge in institutions constitute important avenues for exploration. This paper has focused on three such influences; “knowledge sharing” “organizational commitment” and “pay satisfaction”. In this regard, a conceptual model is developed in which pay satisfaction serves as mediator between knowledge sharing (KS) and organizational commitment (OC) among faculty members. Data determining the above mentioned variables is collected from 309 faculty members through standardized questionnaires. Data analysis reveals that KS has positive impact on OC and on Pay Satisfaction (PS). Furthermore, pay satisfaction mediates the relationship between KS and OC. This study recommends a KS culture and pay satisfaction of faculty to maintain and enhance level of commitment among faculty. As KS enable better and faster decision making, reduces the loss of know-how, enhances level of commitment and stimulate innovation and growth.

scholarly journals Impact of Procedural Justice on Organizational Commitment with Moderating Effect of Pay Satisfaction

2017 ◽  
Vol 5 (2) ◽  
pp. 54-60
Author(s):  
Muhammad Arif Khattak ◽  
◽  
Muzammal Ilyas Sindhu ◽  
Aftab Haider ◽  
Syeda Faiza Urooj ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Significant Role ◽  
Future Research ◽  
Pay Satisfaction ◽  
Telecom Sector ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

The current study explored the relationship between procedural justice and organizational commitment with the moderating role of pay satisfaction. Furthermore, it also aimed to identify the impact of pay satisfaction on organizational commitment. The study was conducted based on the data collected from 400 employees from the telecom sector. The results of study revealed positive and significant impact of procedural justice and pay satisfaction on organizational commitment. It was also found that procedural justice plays a positive and significant role in enhancing organizational commitment behavior. Finally, the findings further suggested that pay satisfaction positively moderates the relationship between procedural justice and organizational commitment. Implications and suggestions are discussed for future research.

Investigating the Mediating Role of Knowledge Sharing on Employee Engagement

2020 ◽  
Vol 11 (1) ◽  
pp. 47-63 ◽  
Author(s):  
Ibrahim M. Al-Jabri
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Employee Engagement ◽  
Social Factors ◽  
Mediation Effect ◽  
Research Model ◽  
Factors Affecting ◽  
Mediating Role

This article proposes a research model that explores the social factors affecting knowledge sharing and employee engagement and examines the mediating role of knowledge sharing on employee engagement. Data was collected from 191 employees from a large holding company and the research model was empirically tested using partial least squares analysis. The results show that coworker congruence, organizational commitment, and participative decision-making affect knowledge sharing and employee engagement. The findings also reveal that knowledge sharing has a full mediation effect between coworker congruence and employee engagement and between decision-making and employee engagement. In addition, knowledge sharing also has a partial mediation effect between organizational commitment and employee engagement. This study is a pioneering attempt to understand the effects of social factors on knowledge sharing and employee engagement. The findings of this study will be helpful to organizations using knowledge sharing systems as mechanisms to promote knowledge sharing and employee engagement.

scholarly journals Talent management and organizational commitment: the partial mediating role of pay satisfaction

2020 ◽  
Vol 42 (4) ◽  
pp. 863-881 ◽  
Author(s):  
Roberto Luna-Arocas ◽  
Ignacio Danvila-Del Valle ◽  
Francisco J. Lara
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Talent Management ◽  
Pay Satisfaction ◽  
Employee Perception ◽  
Content Type ◽  
Mediating Role ◽  
Compensation Systems ◽  
Confirmatory Factor

PurposeThe purpose of this study is to better understand the role of pay satisfaction and employee perception of talent management in business loyalty strategies, which implies considering both economic and non-economic variables in order to achieve organizational success.Design/methodology/approachResults from a survey of 198 workers were analysed using structural equation modelling (SEM) based on three constructs (confirmatory factor analysis, CFA). The scales used were: employee perception of talent management, pay satisfaction, and organizational commitment. Pay satisfaction acts as a mediating variable in the significant relationship between the perception of talent management and organizational commitment.FindingsThe partial mediating model hypothesised was supported by the SEM model, indicating that loyalty strategies require both good talent management and a good compensation system.Research limitations/implicationsThe article promotes the use of mediating variables as an explanation to better understand the strategies of loyalty in the management of talent, framed within the model of the resource-based view (RBV) theory.Practical implicationsThe implications are important for practitioners, who normally put every effort into strategies related to economic reinforcement, since the model suggests that they should also strive to correctly apply talent management.Social implicationsThe study suggests the need to understand better retributive systems with an application of talent management based on improvement and professional development.Originality/valueThe originality lies in the article stating that the application of good talent management must be complemented with adequate compensation systems in order to achieve efficient retention strategies for talented employees.

scholarly journals Role of Knowledge Sharing and Organizational Commitment to Development Micro Small and Medium Enterprises (MSMEs)

2019 ◽  
Vol 2 (2) ◽  
pp. 307-312
Author(s):  
Sri Maria Ulfha ◽  
MLN. Rosmadi ◽  
Endah Widiastuti K ◽  
M. Irsyad Raspati
Keyword(s):  
Organizational Commitment ◽  
Knowledge Sharing ◽  
Research Method ◽  
Qualitative Method ◽  
Small And Medium Enterprises ◽  
International Markets ◽  
Employee Welfare ◽  
Medium Enterprises ◽  
Competitive Products

This study aims to determine the extent of the role of sharing knowledge and organizational commitment in developing MSMEs. The research method used is a qualitative method with a descriptive verification approach. From the results of the research conducted, it is obtained data that the sharing of knowledge and commitment of well-managed organizations by management is very beneficial for increasing employee innovation and creativity to produce quality and competitive products in both domestic and international markets. This is if done consistently will have an impact on the development of MSMEs, which in turn can improve employee welfare.

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