Workplace Spirituality and Organizational Performance in Indian Context: Mediating Effect of Organizational Commitment, Work Motivation and Employee Engagement

This paper aims at exploring the impact of Islamic human resource (HR) practices on organizational performance though organizational commitment. Data were collected from randomly selected 170 branch managers of six Islamic Banks listed on Dhaka Stock Exchange of Bangladesh. After collecting data, descriptive analysis and structural equation model were done to examine reliability and validity of the model. By analysis, the study finds that Islamic HR practices have more significant impact on organizational performance though organizational commitment rather than the direct effect of Islamic HR practices to organizational performance. The findings of the study advocate that Islamic banks should emphasize more on Islamic HR practices and organizational commitment to uphold their organizational performance.

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Effect of leadership styles on organizational commitment and performance in small- and medium-sized enterprises in Iraqi Kurdistan

Social Behavior and Personality An International Journal ◽

10.2224/sbp.9197 ◽

2020 ◽

Vol 48 (9) ◽

pp. 1-12

Author(s):

Karwan Hamasalih Qadir ◽

Mehmet Yeşiltaş

Keyword(s):

Organizational Commitment ◽

Organizational Performance ◽

Leadership Styles ◽

Chief Executive Officers ◽

Chief Executive ◽

Mediating Effect ◽

Positive Effects ◽

Iraqi Kurdistan ◽

And Performance ◽

Executive Officers

Since 2003 the number of small- and medium-sized enterprises (SMEs) has increased exponentially in Iraqi Kurdistan. To facilitate further growth the owners and chief executive officers of these enterprises have sought to improve their leadership skills. This study examined the effect of transactional and transformational leadership styles on organizational commitment and performance in Iraqi Kurdistan SMEs, and the mediating effect of organizational commitment in these relationships. We distributed 530 questionnaires and collected 400 valid responses (75% response rate) from 115 SME owners/chief executive officers and 285 employees. The results demonstrate there were positive effects of both types of leadership style on organizational performance. Further, the significant mediating effect of organizational commitment in both relationships shows the importance of this variable for leader effectiveness among entrepreneurs in Iraqi Kurdistan, and foreign entrepreneurs engaging in new businesses in the region.

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SPIRITUALITAS TEMPAT KERJA DAN DAMPAKNYA BAGI KEEFEKTIFAN ORGANISASI

Jurnal Ledalero ◽

10.31385/jl.v15i1.32.119-133 ◽

2016 ◽

Vol 15 (1) ◽

pp. 119

Author(s):

Lianto . ◽

William Chang

Keyword(s):

Organizational Commitment ◽

Literature Review ◽

Organizational Performance ◽

Organizational Citizenship ◽

Sense Of Self ◽

Workplace Spirituality ◽

Spiritual Values ◽

Critical Literature

The main purpose of this research is to explore the deepest significance of workplace spirituality. The importance of this spirituality makes a more productive contribution to the workplace. Spiritual values motivate workers to dedicate themselves more for a better atmosphere of work. A critical literature review shows us that each organization should be spiritual-friendly. Workplace spirituality can increase individual creativity, organizational citizenship, sense of self-fulfillment of employees, honesty, trust, and organizational commitment. In short, the organizations that encourage workplace spirituality will experience enhanced organizational performance.

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The Effect of Workplace Spirituality on Innovative Work Behavior

International Business Research ◽

10.5539/ibr.v12n12p29 ◽

2019 ◽

Vol 12 (12) ◽

pp. 29

Author(s):

Vimansha R. Ranasinghe ◽

Samantha M. Samarasinghe

Keyword(s):

Intrinsic Motivation ◽

Organizational Performance ◽

Workplace Spirituality ◽

Mediating Effect ◽

Work Behavior ◽

The Other ◽

Innovative Work Behavior ◽

Innovative Work ◽

Novel Concept ◽

Positive Effect

Workplace spirituality is a novel concept and it has been identified as a unique way to improve organizational performance. On the other hand, many organizations are experiencing undesirable consequences of lack of workplace spirituality, such as employee stress, turnover, absenteeism, and lack of employee creativity. Hence, organizations are now focusing on developing workplace spirituality in the workplaces as it offers many advantages to organizations. Despite the growing interest on workplace spirituality, there is still a dearth of research on the topic of workplace spirituality. Literature suggests that employee innovative work behavior directly leads to enhance organizational performance and workplace spirituality leads to increase innovativeness and creativity of employees. Hence, the purpose of this paper is to fill the gap in literature, to a certain extent by proposing a conceptual model to examine the effect of workplace spirituality on employee innovative work behavior. Thus, it proposed that there is a positive effect of workplace spirituality on employee innovative work behavior. Consequently, intrinsic motivation from componential theory of creativity was integrated to identify the mediating effect of intrinsic motivation on the effect of workplace spirituality on innovative work behavior.

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The Influence of Work Motivation on Organizational Commitment Among Civil Servants of Kazakhstan: Analyzing the Mediating Role of Job Satisfaction

Lex localis - Journal of Local Self-Government ◽

10.4335/19.3.543-567(2021) ◽

2021 ◽

Vol 19 (3) ◽

pp. 543-567

Author(s):

Gaziz Sagituly ◽

Junhua Guo

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Civil Service ◽

Work Motivation ◽

Civil Servants ◽

Mediating Effect ◽

Regional Administration ◽

Mediating Role ◽

The Relationship

One of the priority directions of administrative reforms that take place in the Republic of Kazakhstan is the enhancement of civil service effectiveness. And, the success of reforms will mostly be determined by the condition of civil service, which depends on the performance of civil servants. Taking into consideration the importance of motivated and satisfied employees on their commitment, this study was aimed to identify the relationship between motivation and job satisfaction on employees’ commitment and studying the mediating role of job satisfaction on the relationship of civil servants’ motivation and organizational commitment in the central and local executive bodies in Kazakhstan. In total, 1205 civil servants from 5 ministries and 4 regional administration completed a questionnaire adapted from previous studies. The results show significant relationships exist between work motivation dimensions and organizational commitment as well as work motivation and job satisfaction. Moreover, the study found the mediating effect of job satisfaction on the hypothesized relationships. This paper contributes to the existing human resources literature on employees’ commitment and guides management on how to improved employees’ job satisfaction and employee’s commitment.

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The Relationships between Balanced Scorecard, Intellectual Capital, Organizational Commitment and Organizational Performance: Verifying a ‘Mediated Moderation’ Model

American Journal of Business and Management ◽

10.11634/216796061706152 ◽

2012 ◽

Vol 1 (3) ◽

pp. 140 ◽

Cited By ~ 1

Author(s):

Yu-Je Lee ◽

Ching-Lin Huang

Keyword(s):

Organizational Commitment ◽

Organizational Performance ◽

Intellectual Capital ◽

Balanced Scorecard ◽

Capital Accumulation ◽

Goodness Of Fit ◽

Moderating Effect ◽

Mediating Effect ◽

Equation Modeling ◽

Mediated Moderation

This study aims to verify the relationships between the Balanced Scorecard (BSC) implementation, accumulation of intellectual capital, organizational commitment, and organizational performance implemented in Taiwan-listed LED manufacturers by the research model of Mediated Moderation, which verifies the moderating effect before the mediating effect. This study surveyed entry-level employees and those working in section-chief or higher-level positions at Taiwan-listed LED manufacturers’ production, marketing, human recourse, research and development (R&D) and finance departments. Samples were selected from the population by simple random sampling. Structural Equation Modeling (SEM) was adopted to verify the goodness-of-fit effects of the overall model, structural model, and measurement model, with the models’ path effects (of the mediator-moderator variable) tested by way of the General Path Analytic Approach (GPAA) and Control Non-Linear Regression (CNLR). The results indicated that the BSC implementation, intellectual-capital accumulation and organizational commitment exert a significant interaction effect on Taiwan-listed LED manufacturers’ organizational performance. Hence, organizational commitment has the moderating effect (only among first-order constructs); intellectual-capital accumulation has no more than a mediating effect and remains un-moderated (among second-order constructs). However, the indirect effect of intellectual capital proved moderated, with the direct effect un-moderated and the total effect moderated.

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The Performance Implications of Job Insecurity: The Sequential Mediating Effect of Job Stress and Organizational Commitment, and the Buffering Role of Ethical Leadership

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17217837 ◽

2020 ◽

Vol 17 (21) ◽

pp. 7837

Author(s):

Min-Jik Kim ◽

Byung-Jik Kim

Keyword(s):

Organizational Commitment ◽

Organizational Performance ◽

Job Stress ◽

Ethical Leadership ◽

Job Insecurity ◽

Mediating Effect ◽

Data Set ◽

And Performance ◽

The Relationship

Although previous works have examined how job insecurity affects the perceptions, attitudes, and behaviors of members in an organization, those studies have not paid enough attention to the relationship between job insecurity and performance or the mediating processes in that relationship. Considering that organizational performance is a fundamental target or purpose, investigating it is greatly needed. This research examines both mediating factors and a moderator in the link between job insecurity and organizational performance by building a moderated sequential mediation model. To be specific, we hypothesize that the degree of an employee’s job stress and organizational commitment sequentially mediate the relationship between job insecurity and performance. Furthermore, ethical leadership could moderate the association between job insecurity and job stress. Using a three-wave data set gathered from 301 currently working employees in South Korea, we reveal that not only do job stress and organizational commitment sequentially mediate the job insecurity–performance link, but also that ethical leadership plays a buffering role of in the job insecurity–job stress link. Our findings suggest that the degree of job stress and organizational commitment (as mediators), as well as ethical leadership (as a moderator), function as intermediating mechanisms in the job insecurity–performance link.

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Workplace spirituality, employee engagement, and professional commitment: A study of lecturers from Indonesian universities

Problems and Perspectives in Management ◽

10.21511/ppm.19(2).2021.28 ◽

2021 ◽

Vol 19 (2) ◽

pp. 346-356

Author(s):

Meily Margaretha ◽

Susanti Saragih ◽

Sri Zaniarti ◽

Bena Parayow

Keyword(s):

Organizational Culture ◽

Path Analysis ◽

Employee Engagement ◽

Direct Effect ◽

Workplace Spirituality ◽

Mediating Effect ◽

Professional Commitment ◽

Spirituality In The Workplace ◽

The Relationship ◽

Simple Regression

The attention paid by researchers and practitioners to the relationship between employee engagement and spirituality in the workplace is limited, as studies of the two variables still stand alone. This leads to an important and increased emphasis on strength and employee engagement that are built on the organizational culture to show an awareness of spirituality in the workplace. This study aimed to explore the relationship between workplace spirituality and employee engagement of lecturers in Indonesia and professional commitment as a mediator. The respondents of the study were 322 lecturers from state and private universities in Indonesia. Validity, reliability, simple regression, and path analysis were used to analyze the data. The results of the study showed that workplace spirituality had a direct effect on employee engagement, with the β value of 0.836, and the R-square of 70%, while professional commitment had a mediating effect on the relationship between workplace spirituality and employee engagement, with the β value of 0.162 and the R-square of 72.3%. The results suggest that the implementation of workplace spirituality and employee engagement is important for universities to improve the performance of their lecturers.

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Workplace Spirituality and Employee Job Behaviour

Paradigm ◽

10.1177/0971890716670721 ◽

2016 ◽

Vol 20 (2) ◽

pp. 159-175 ◽

Cited By ~ 2

Author(s):

Rabindra Kumar Pradhan ◽

Lalatendu Kesari Jena

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Work Environment ◽

Employee Engagement ◽

Affective Commitment ◽

Meaningful Work ◽

Workplace Spirituality ◽

Organizational Studies ◽

Professional Career

Effective employee job behaviour is often driven by suitable work environment that continually provides a meaningful job assignment throughout one’s professional career. Recent researches in organizational studies have strengthened the notion of workplace spirituality for creating meaningful job, delight, contentment and hope at work that generate employee engagement, and organizational commitment. Such type of job behaviour is expected to produce better job performance of employees while deriving higher productivity of the organization. Keeping this in view, the present study was designed to examine the role of workplace spirituality in employee job behaviour through the construct of employee engagement and organizational commitment. The findings revealed that factors of workplace spirituality significantly and positively influence job behaviour dimensions. It also reported that workplace spirituality has significant effects on vigour and affective commitment. The meaningful work dimension of workplace spirituality was found to be significant predictors of employee engagement and organizational commitment. The study has a number of implications for academicians and human resource (HR) professionals for devising suitable mechanisms to create individual–organization fitment interventions.

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