On the Differential and Shared Effects of Leadership for Learning on Teachers’ Organizational Commitment and Job Satisfaction: A Multilevel Perspective

2018 ◽  
Vol 55 (5) ◽  
pp. 705-741 ◽  
Author(s):  
Marcus Pietsch ◽  
Pierre Tulowitzki ◽  
Tobias Koch
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Shared Leadership ◽  
Leadership Practices ◽  
Structural Equation ◽  
Teaching And Learning ◽  
Structural Equation Models ◽  
Strong Predictor ◽  
Leadership For Learning ◽  
Differential Effects

Purpose: Over the past years “leadership for learning” (LFL) has become popular among educational scholars. LFL refers to the idea that effective leaders demonstrate a contextually contingent mix of instructional, transformational, and shared leadership practices that may have differential effects at various organizational levels. These assumptions have rarely been investigated within a coherent empirical design. We examine the shared and differential effects of LFL on teachers’ job satisfaction and organizational commitment, which are relevant antecedents for learning, improvement, and change on all levels of a school. Method: Drawing on survey data ( nteachers = 3,746, nschools = 126) from Germany and on well-established instruments like the Multifactor Leadership Questionnaire or Teaching and Learning International Survey, multilevel associations of LFL and teachers’ job satisfaction and organizational commitment were explored. This was done by applying doubly latent structural equation models. Findings: Our results indicate that (1) it is statistically necessary to model perceived leadership practices as a multilevel construct, (2) shared leadership is a strong predictor of individual and shared job satisfaction and organizational commitment of teachers whereas (3) individual consideration only shows significant associations on the individual level (4) that LFL is contextually sensitive. Implications for Research and Practice: Findings make a strong case for studying LFL within a multilevel framework and also for applying complex study and analytical designs, which should take the complexity of the theoretical assumptions into consideration all the way along from questionnaire design, through the process of data collection up to the point of data analysis.

scholarly journals A Tale of Two Capitals: How Task-Oriented and Guanxi-Oriented Psychological Capitals Lead to a Sustainable Workforce in Rural China

2021 ◽  
Vol 12 ◽  
Author(s):  
Chunyan Xu ◽  
Dawei Wei ◽  
Jintao Liu ◽  
Jiaxian Zhou
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Rural Areas ◽  
Structural Equation ◽  
Chinese Culture ◽  
Structural Equation Models ◽  
Rural China ◽  
Vocational Identity ◽  
Complex Relationships ◽  
Task Oriented

Psychological capital (PsyCap) is documented to be positive in influencing employees’ behavior. However, little attention has been paid to its role in maintaining a sustainable workforce in underprivileged rural areas. Also less known is the complex relations between PsyCap and other consequence variables. Moreover, previous studies in this field did not adequately address the cross-cultural applications of positive resources, though many facets of PsyCap are culture related. To address the gaps, the current study explored the complex relationships linking PsyCap and organizational commitment in a sample of public civil servants (gongwuyuan cadres, n=583) at the township level in the rural areas of northwestern China. Two types of PsyCap, task-oriented PsyCap, which is similar to the PsyCap in the west, and guanxi-oriented PsyCap, which is unique in the Chinese culture, were measured. Task-oriented PsyCap is composed of enterprise-diligence, resiliency-perseverance, optimism-hope, and confidence-courage. Guanxi-oriented PsyCap is composed of toleration-forgiveness, modesty-prudence, thanksgiving-dedication, and respect-courtesy. AMOS 23.0 software was used to establish structural equation models. The results show that both types of PsyCap were positive predictors of organizational commitment. Vocational identity and job satisfaction mediated the relation between task-oriented PsyCap/guanxi-oriented PsyCap and organizational commitment. The chained relationship from the two types of PsyCap to vocational identity, job satisfaction, and organizational commitment was also significant. These results and their implications for workforce stability are discussed.

scholarly journals How does Organizational Justice influence Job Satisfaction and Organizational Commitment? Explaining with Psychological Capital

2014 ◽  
Vol 39 (2) ◽  
pp. 83-98 ◽  
Author(s):  
Abhishek Kumar Totawar ◽  
Ranjeet Nambudiri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Social Exchange ◽  
Structural Equation ◽  
Service Sector ◽  
Structural Model ◽  
Structural Equation Models ◽  
Psychological Capital ◽  
Scale Properties

‘Looking fair’ is the desired goal of individuals and organizations. Fairness perceptions of organizational actions, by employees, translate into various favourable work outcomes. For instance, perceptions of fairness, defined as organizational justice, significantly influences attitudinal variables as job satisfaction and organizational commitment. However, the existing literature does not offer complete picture of this influence. In other words, the ‘underlying mechanism’ governing the influence of organizational justice on job satisfaction and organizational commitment is not fully understood. On the basis of extant literature review and arguments grounded in the social exchange theory, and ‘broaden and build’ theory of positive emotions, this study identifies psychological capital (PsyCap) as an explanatory mechanism for the influence of organizational justice on job satisfaction and organizational commitment. The primary objective of this study was to test a theoretical and structural model that hypothesized mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. A survey-based methodology, with standardized scales was used. A pilot study was conducted to test the scale properties. A sample of 440 employees from the Indian service sector industry was drawn. A two-step process of analysis, with AMOS 16, was employed to test the structural model. The scales were assessed and found fit for reliability and validity criteria. Besides examining the significance of indirect effects using the bias-corrected confidence intervals with two-thousand bootstrap samples, the study also applied alternative⁄nested structural equation models to test the mediation hypotheses. Results are found to be consistent with the stated hypotheses thus confirming the mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. The findings of this study advance available knowledge on job satisfaction and organizational commitment; and provide impetus to research in this domain by identifying PsyCap as an intervening variable. The study thus extends the application of PsyCap as an organizational variable capable of translating the effect of justice on satisfaction and commitment. It also supports and extends the view of previous researchers that PsyCap is a significant positive organizational behaviour (POB) variable, as it is capable of performance improvement and is open to development. From a managerial perspective, given the ‘open to control’ nature of PsyCap, it renders a significant tool in the hands of managers to control the satisfaction and commitment of their employees. Moreover, controlling PsyCap is much easier as compared to directly controlling justice perceptions.

Collective Efficacy and Organizational Commitment in an Italian City Hall

2009 ◽  
Vol 14 (4) ◽  
pp. 363-371 ◽  
Author(s):  
Laura Borgogni ◽  
Silvia Dello Russo ◽  
Laura Petitta ◽  
Gary P. Latham
Keyword(s):  
Organizational Commitment ◽  
Collective Efficacy ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Practical Significance ◽  
City Hall ◽  
Italian City ◽  
Public Sector Managers ◽  
The Individual ◽  
Level Group

Employees (N = 170) of a City Hall in Italy were administered a questionnaire measuring collective efficacy (CE), perceptions of context (PoC), and organizational commitment (OC). Two facets of collective efficacy were identified, namely group and organizational. Structural equation models revealed that perceptions of top management display a stronger relationship with organizational collective efficacy, whereas employees’ perceptions of their colleagues and their direct superior are related to collective efficacy at the group level. Group collective efficacy had a stronger relationship with affective organizational commitment than did organizational collective efficacy. The theoretical significance of this study is in showing that CE is two-dimensional rather than unidimensional. The practical significance of this finding is that the PoC model provides a framework that public sector managers can use to increase the efficacy of the organization as a whole as well as the individual groups that compose it.

Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

Analisa Pengaruh Professionalism dan Rewards Terhadap Job Satisfaction Serta Implikasinya Pada Organizational Commitment; Telaah Pada Sopir Taksi Konvensional Bandara Soekarno-Hatta

2018 ◽  
Vol 9 (2) ◽  
pp. 1-17
Author(s):  
Aldo Winata
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Sampling Technique ◽  
Positive Influence ◽  
Primary Data ◽  
Equation Modeling ◽  
Taxi Driver ◽  
Probability Method ◽  
Positive Effect

Jakarta is the place where the largest number of land transportation in Indonesia, according to Djarot in Kompas.com article, vehicles every day increased about 1500 units. And according to an article from Liputan 6, revenue from conventional taxi drivers dropped dramatically after the entry of online transport by 40-50% during 2016 due to the entry of online transport. Conventional taxi companies must immediately anticipate this phenomenon so that their human resources can survive in the company. The purpose of this research are first, to know is there a positive effect from professionalism factors to organizational commitment and job satisfaction. Second, to know job satisfaction factors have a positive effect to organizational commitment. And the last is to know is there a positive effect from rewards factors to job satisfaction and organizational commitment’s factors. This research uses descriptive method with non-probability method. Through judgmental sampling technique, primary data collection was obtained from questionnaire distribution to conventional taxi driver of Soekarno-Hatta Airport. The data has been collected and then obtained by using Structural Equation Modeling (SEM). The result of this research indicates that there is positive influence from professionalism to organizational commitment but the data do not support the hypothesis, there is positive influence from professionalism to job satisfaction, but there’s negative effect between job satisfaction and organizational commitment, there is positive relation of rewards to job satisfaction, Finally there is a positive effect of rewards on organizational commitment. Keywords: organizational commitment, professionalism, rewards, job satisfaction, ecommerce, conventional taxi driver.

scholarly journals The Stress-Induced Impact of COVID-19 on Tourism and Hospitality Workers

2021 ◽  
Vol 13 (3) ◽  
pp. 1327
Author(s):  
Sung-Eun Kang ◽  
Changyeon Park ◽  
Choong-Ki Lee ◽  
Seunghoon Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Online Survey ◽  
Organizational Trust ◽  
Self Esteem ◽  
Work Related ◽  
Latex Gloves ◽  
Hospitality Organizations ◽  
Tourism And Hospitality

This study explores how COVID-19-induced stress (CID) influences organizational trust, job satisfaction, self-esteem, and commitment in tourism and hospitality organizations. A total of 427 tourism affiliated employees in South Korea participated in an online survey. Using structural equation modelling (SEM), the proposed conceptual model reveals that CID stress in tourism/hospitality employees is negatively related to organizational trust, job satisfaction, and self-esteem which, in turn, is positively related to organizational commitment. CID stress also indirectly affects organizational commitment. The findings have significant strategic implications for tourism and hospitality organizations‒specifically, the provision of instrumental resources (e.g., safety glasses, latex gloves, hand sanitizers, facial masks) to alleviate their employees’ work-related stress during pandemics.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

THE EFFECT OF WORK-FAMILY CONFLICT AND JOB INSECURITY ON INNOVATIVE BEHAVIOUR OF KOREAN WORKERS: THE MEDIATING ROLE OF ORGANISATIONAL COMMITMENT AND JOB SATISFACTION

2018 ◽  
Vol 22 (01) ◽  
pp. 1850003 ◽  
Author(s):  
SUK BONG CHOI ◽  
NICOLE CUNDIFF ◽  
KIHWAN KIM ◽  
SAJA NASSAR AKHATIB
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Job Insecurity ◽  
Organisational Commitment ◽  
Work Family Conflict ◽  
Job Stressors ◽  
Innovative Behaviour ◽  
Work Family

South Korea is becoming an advanced economy based on continuous innovative organisational efforts. Job stressors have been identified in the literature as a major hindrance to many positive organisational behaviours. We predict that job insecurity and work–family conflict will have a negative effect on innovative behaviour with mediators of job satisfaction and organisational commitment. Results from structural equation models provided support for this study. From a practical perspective, the significant negative relationships between job stressors and innovative behaviour imply the need to reduce work–family conflict and feelings of job insecurity in Korean companies in order to foster innovation.

School principals’ systems thinking: antecedents and consequences

2019 ◽  
Vol 57 (2) ◽  
pp. 167-184 ◽  
Author(s):  
Pascale Benoliel ◽  
Haim Shaked ◽  
Nechama Nadav ◽  
Chen Schechter
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Systems Thinking ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Leadership Framework ◽  
Antecedents And Consequences

PurposeToday’s educational complexities require principals to adopt a more systemic perspective toward school management. Although research has emphasized the benefits associated with the holistic perspective of systems thinking, research in the educational field has been limited. The purpose of this paper is to investigate the mediating role of principals’ systems thinking (PST) in the relationships between instructional leadership (IL) and subject coordinators’ organizational commitment and job satisfaction.Design/methodology/approachData were collected by surveying a sample of 226 subject coordinators from different elementary schools randomly chosen in Israel. Subject coordinators completed questionnaires on their PST competencies, their principals’ IL, job satisfaction and organizational commitment. Structural equation modeling was used to test the research hypotheses.FindingsThe results confirmed the main hypotheses: PST did facilitate subject coordinators’ organizational commitment and job satisfaction. Findings also showed that PST mediated the relationship between IL and subject coordinators’ organizational commitment and job satisfaction.Originality/valueBy integrating research from both educational and non-educational literature, this study contributes to deepen our understanding regarding the antecedents and consequences of the PST as perceived by their subject coordinators, providing a broader leadership framework on their functions in today’s complex school systems.

scholarly journals Diversity issues in Nigeria’s healthcare sector: implications on organizational commitment. A cross-sectional study

F1000Research ◽  
2019 ◽  
Vol 8 ◽  
pp. 852 ◽  
Author(s):  
Ayodotun Stephen Ibidunni ◽  
Tomike Olawande ◽  
Maxwell Olokundun ◽  
Charles Iruonagbe ◽  
Iyanu Adelekan
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Cross Sectional Study ◽  
Healthcare Sector ◽  
Public Healthcare ◽  
Healthcare Organizations ◽  
Cross Sectional

Background: Workplace diversity is increasingly gaining the attention of healthcare organizations, especially in developing countries like Nigeria. However, little is understood from existing literature about how workforce diversity affects employees’ satisfaction and organisational commitment in the workplace. Consequently, this paper showed the direct and mediating relationships between diversity of workforce, job satisfaction and employee commitment to the organization. Methods: Copies of the structured questionnaire have been given to 133 public healthcare employees in Nigeria’s Ministry of Health in Lagos state.  Statistical analysis for the study included descriptive measures and multi-variate analysis, using structural equation modelling. Results: Outcomes from statistical analysis supports direct and mediating relationships between the research variables. Gender and ethical diversity had significant influences on job satisfaction at r = 0.35 (p < 0.05) and r = 0.28 (p < 0.05) respectively. The following mediating relationships were also statistically confirmed: job satisfaction related with affective commitment (r = 0.41, p < 0.05) and normative commitment (r = 0.26, p < 0.05). Conclusions: Based on the results of the statistical analysis, the study concludes that there is a relationship between diversity of employees and job satisfaction, diversity of employees and organizational commitment and the influence of work satisfaction on organizational commitment.

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