Managers’ Assessments of Employees’ Organizational Career Growth Opportunities: The Role of Extra-Role Performance, Work Engagement, and Perceived Organizational Commitment

2017 ◽  
Vol 47 (3) ◽  
pp. 280-295 ◽  
Author(s):  
Christy H. Weer ◽  
Jeffrey H. Greenhaus
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Affective Commitment ◽  
Role Performance ◽  
Growth Opportunities ◽  
Paired Sample ◽  
Attitudes And Behaviors ◽  
Career Growth ◽  
And Behaviors

This study examined the role of perceived organizational commitment on managers’ assessments of employees’ career growth opportunities. Based on a paired sample of 161 legal secretaries and their managers, results indicated that managers used the attitudes and behaviors displayed by employees (strong extra-role performance and enhanced work engagement) as cues from which to base their perceptions of employees’ affective commitment to the organization. In turn, employees perceived as highly committed to the organization experienced enhanced content and structural career growth opportunities. Moreover, the relation between managers’ perceptions of employees’ organizational commitment and content career growth opportunities was stronger for employees perceived as also highly committed to their careers than for employees perceived as less committed to their careers.

Impact of perceived corporate social responsibility on attitudes and behaviors of pharmacists working in MNCs

Humanomics ◽  
2017 ◽  
Vol 33 (4) ◽  
pp. 453-469 ◽  
Author(s):  
Muhammad Khaleel ◽  
Shankar Chelliah ◽  
Sana Rauf ◽  
Muhammad Jamil
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Supervisory Support ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Perceived Supervisory Support ◽  
And Behaviors ◽  
Corporate Social ◽  
The Relationship

Purpose This study aims to find out how corporate social responsibility (CSR) initiatives are perceived by pharmacists and how it influences employees’ organizational commitment and organizational citizenship behavior (OCB) and role of perceived supervisor support in the study. Design/methodology/approach Pharmacists of different hierarchical levels from five multinational pharmaceutical industries in Pakistan were selected as study samples. Data were collected from 136 pharmacists working in Punjab Region. PLS-SEM was used to test the hypotheses. Findings The results from this study found that CSR was a predictor of affective organizational commitment (AOC) and OCB. AOC fully mediates the relationship between CSR and OCB. While perceived supervisory support did not moderate the relationship between AOC and OCB. Pharmaceutical firms can promote commitment toward organization and OCBs by initiating CSR activities. Research limitations/implications This research is one of the innovative studies that empirically examine the predicting role of CSR and moderating role of perceived supervisory support on employees’ attitude and behaviors in the pharmaceutical companies’ context. Moreover, this research will also help the management by adopting CSR activities as core element in shaping employees attitudes and behaviors. Originality/value It is a significant study shifting the focus of research into organizational behavior context and further influences employee’s attitudes and behavior because of perceived CSR in the pharmacy industry.

scholarly journals Time for work: Analyzing the role of time perspectives in work attitudes and behaviors

2019 ◽  
Author(s):  
Katarzyna Wojtkowska ◽  
Maciej Stolarski ◽  
Gerald Matthews
Keyword(s):  
Job Satisfaction ◽  
Individual Differences ◽  
Personality Traits ◽  
Work Engagement ◽  
Time Perspective ◽  
Work Behaviors ◽  
Work Related ◽  
Attitudes And Behaviors ◽  
And Behaviors

AbstractPrevious research has provided strong evidence for a pronounced role of time perspective (TP) in various areas of human functioning, including cognitive processes, mental and physical health, environmental behaviors, and relationship quality. The aim of the present study was to investigate the role of individual differences in TP in work-related attitudes and behaviors. In a sample of 200 office workers, we administered a set of questionnaires measuring TPs, job satisfaction, work engagement, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB). Additionally, we controlled for the Big Five personality traits which may be related to the work-related outcomes of interest. Analyses of the data revealed that Future-Positive TP predicted more desired work-related outcomes, i.e., higher job satisfaction, work engagement, and OCB, and lower CWB. An opposite pattern of associations was observed for Present-Fatalistic, Deviation from Balanced Time Perspective, and (partially) for Future-Negative TPs. The vast majority of these effects were still significant after controlling for personality traits. Using path modelling we also demonstrated that the effects of TPs on work behaviors (OCB and CWB) are mostly mediated by job satisfaction and engagement. The present results suggest that TP theory may prove to be a useful tool in organizational psychology for understanding individual differences in work behaviors.

scholarly journals The Mediating Role of Meaningful Work between Career Growth Opportunities and Work Engagement

2018 ◽  
Vol 8 (11) ◽  
Author(s):  
Umair Ahmed ◽  
Zainudin Bin Awang ◽  
Abu Shams Mohammad Mahmudul ◽  
Hoque Benazir Ahmed Siddiqui ◽  
Abdul Samad Dahri ◽  
...  
Keyword(s):  
Work Engagement ◽  
Meaningful Work ◽  
Growth Opportunities ◽  
Mediating Role ◽  
Career Growth

Unintended effects of marketing messages on salespeople’s cynicism

2016 ◽  
Vol 50 (5/6) ◽  
pp. 1047-1072 ◽  
Author(s):  
Olalekan K. Seriki ◽  
Kenneth R. Evans ◽  
Hyo-Jin (Jean) Jeon ◽  
Rajiv P. Dant ◽  
Amanda Helm
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Attitudes ◽  
Role Performance ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Organizational Cynicism ◽  
And Behaviors ◽  
The Impact ◽  
Marketing Messages

Purpose This paper aims to examine how external marketing messages, which are generally used to convey company and product information to external target audiences, influence job attitudes and behaviors of salespeople. Design/methodology/approach The study is conducted based on survey data on 348 salespeople working at regional banks in the Midwestern USA. The relationships among salespeople’s perceptions of marketing messages (i.e. in terms of value incongruence and claim inaccuracy), organizational cynicism, job attitudes (i.e. organizational commitment and job satisfaction) and behaviors (i.e. extra-role performance) are empirically tested. Findings Salespeople’s perceptions of value incongruence and claim inaccuracy of marketing messages heighten organizational cynicism, which in turn negatively impacts on organizational commitment, job satisfaction and extra-role performance. Also, inaccurate claim directly decreases job attitudes and behaviors. Research limitations/implications The results are limited to salespeople in financial institutions, and future research should investigate perceptions of non-customer contact employees in other industry contexts. Future investigation may also include objective performance metrics and consumer satisfaction ratings. Practical implications Service firms should strive to align salespeople’s perceptions of marketing messages with firms’ intended goals from those messages. Originality/value Drawing on attitude theory and perspectives from sales literature, social psychology and organizational behavior literature, in the first of such investigations, the authors studied the impact of external marketing messages on salespeople’s cynicism, job attitudes and behaviors.

The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance

2014 ◽  
Vol 35 (5) ◽  
pp. 366-385 ◽  
Author(s):  
Gian Casimir ◽  
Yong Ngee Keith Ng ◽  
Karen Yuan Wang ◽  
Gavin Ooi
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Affective Commitment ◽  
Self Report ◽  
Interactive Effects ◽  
Role Performance ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Workplace Attitudes ◽  
And Behaviors

Purpose – The purpose of this paper is to examine whether leader-member exchange (LMX) and perceived organizational support (POS) have interactive effects on affective commitment to the organization. The utility of Social Exchange Theory for explaining workplace attitudes and behaviors in non-Western settings has been questioned. Another objective is to test the hypotheses, which are based on Social Exchange Theory, within a Chinese context. Design/methodology/approach – Cross-sectional, self-report data on LMX, POS and affective commitment were obtained from 428 full-time employees in China. In-role performance ratings were provided by immediate supervisors. Findings – LMX and POS have synergistic effects on affective commitment. Affective commitment mediates both the relationship between LMX and in-role performance and the relationship between POS and in-role performance. Research limitations/implications – The limitations include using a cross-sectional, self-report design for LMX, POS and affective commitment, and only sampling employees in organizations in China. The findings support an explanation of workplace attitudes and behaviors in a non-Western setting based on social exchange. The effects of a proximate source of social exchange (i.e. LMX) on affective commitment depend on the level of a remote source of social exchange (i.e. POS), and vice versa. Practical implications – Organizations need to improve the quality of their leader-follower relationships and support their members. Organizations need to increase affective commitment because it appears to drive in-role performance. Originality/value – The authors show that LMX and POS from the same source (i.e. followers) may have interactive effects on affective organizational commitment as well as that social exchange may explain workplace attitudes and behaviors in China.

You can't make me! The role of self-leadership in enhancing organizational commitment and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kevin G. Knotts ◽  
Jeffery D. Houghton
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Affective Commitment ◽  
Organizational Outcomes ◽  
Continuance Commitment ◽  
Content Type ◽  
Mediating Mechanisms ◽  
Recruitment And Selection ◽  
Employee Work Engagement

PurposeThe purpose of this paper is to explore the role of self-leadership in enhancing work engagement through the mediating mechanisms of affective, normative and continuance organizational commitment.Design/methodology/approachData collected from 258 transportation workers were examined in a parallel mediation model in PROCESS.FindingsThe results of these analyses suggest that the positive relationship between self-leadership and work engagement is partially mediated by affective commitment and normative commitment, but not by continuance commitment.Research limitations/implicationsThe findings imply that organizational decision makers should implement practices designed to increase self-leadership in the workplace and enhance employee work engagement. These practices include empowering leadership, recruitment and selection of self-leading employees, and self-leadership training interventions. The study was subject to limitations common to attitudinal survey research.Originality/valueThis study responds calls to explore the mediating mechanisms through which self-leadership affects organizational outcomes and helps explain why self-leadership affects employee work engagement.

The mediating role of knowledge on the contact and stigma of mental illness in Hong Kong

2020 ◽  
pp. 002076402097579
Author(s):  
Qi Fang ◽  
Tian-Ming Zhang ◽  
Yin Ling Irene Wong ◽  
Yuen Yum Yau ◽  
Xu-Hong Li ◽  
...  
Keyword(s):  
Mental Health ◽  
Mental Illness ◽  
Hong Kong ◽  
Equation Modeling ◽  
Mediating Role ◽  
Attitudes And Behaviors ◽  
Stigmatizing Attitudes ◽  
And Behaviors ◽  
Prejudicial Attitudes

Background: Although knowledge is a crucial component in contact theory delineating how prejudice changes toward out-groups with stigmatized conditions, little is known about the mediating role of knowledge on contact, stigmatizing attitudes, and behaviors toward mental illness. Aim: This study aimed to examine the mechanism underlie contact and stigma change by knowledge. Methods: A total of 366 participants including family members (FM), mental health providers (MHP), and community residents (CR) recruited across communities in Hong Kong and completed measures of contact level, contact quantity, contact quality, mental health related knowledge, prejudice, and discriminatory behaviors. Structural equation modeling was adopted to test the association among the key variables. Results: Higher level of contact was significantly correlated with better knowledge, less prejudice, and less discriminatory behaviors. Knowledge was directly and negatively correlated with prejudicial attitudes but was not significantly related to discriminatory behaviors. Furthermore, lower levels of prejudice were associated with less discriminatory behaviors. Conclusion: Enhancement of contact may increase understanding toward people with mental illness (PMI) and diminish stigmatizing attitudes and behaviors. Although prejudicial attitudes may be reduced by broadening mental health knowledge, increasing knowledge only might not ameliorate discriminatory behaviors. Future research should test mediators on contact and stigma by using longitudinal data.

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