An Analysis of the Structure Relationship of Organizational Culture, Organizational Justice, Empowerment and Organizational Effectiveness Using Structural Equation Models

2016 ◽  
Vol 12 (9) ◽  
pp. 39-55
Author(s):  
Jai Youb Choo ◽  
◽  
Jeong Hwan Bae ◽  
Keyword(s):  
Organizational Culture ◽  
Organizational Justice ◽  
Organizational Effectiveness ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Structure Relationship ◽  
Relationship Of

scholarly journals Analysis of Wellbeing in Nongovernmental Organizations’ Workplace in a Developed Area Context

2020 ◽  
Vol 17 (16) ◽  
pp. 5818
Author(s):  
Virginia Navajas-Romero ◽  
Lorena Caridad y López del Río ◽  
Nuria Ceular-Villamandos
Keyword(s):  
Nongovernmental Organizations ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Main Hypothesis ◽  
Work Control ◽  
Job Demand ◽  
Employee Wellbeing ◽  
Work Health ◽  
Relationship Of ◽  
Demand Control

An extremely useful theoretical approach to understanding the nature of work, health, and wellbeing is the job demand–control (JDC) model and the job demand–control–support (JDCS) model. In order for professional workers in the nongovernmental organization (NGO) sector to do their job, it is necessary for them to have a feeling of wellbeing. Despite this, in Europe, studies regarding the effects of the JDCS model in relation to workers’ wellbeing have not been carried out. This study is expected to fill this important gap in research by analyzing the relationship of wellbeing with work demands, work control, and social support. In order to corroborate the proposed hypotheses, an analysis of these constructs in employees in European nongovernmental organizations (NGOs) was developed and, using structural equation models, these relationships were tested. The results confirm the main hypothesis of the job demand–control–support (JDCS) model and the causal relationship among physical and psychological demands, work control, and support from supervisors and colleagues with the level of employee wellbeing.

scholarly journals The management of Supply Chains in Cienfuegos

2017 ◽  
Vol 16 (1) ◽  
Author(s):  
Gretel Martínez-Curbelo ◽  
Michael Feitó-Cespón ◽  
Gilberto Guillermo González-Hernández
Keyword(s):  
Supply Chain ◽  
Supply Chains ◽  
Customer Service ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Administrative Staff ◽  
Key Factors ◽  
Corporate Sector ◽  
Relationship Of ◽  
The Relationship

This research studies the perception of managers about the relationship of key factors in the management of supply chains and the performance of companies, through the development of a set of structural equation models. The data is obtained from the opinion of the administrative staff of different companies in the corporate sector in Cienfuegos. It is used for this, a survey designed in which the customer service approach, integration and collaboration are measured as key factors of success in the performance of the supply chain. The results show that the majority of respondents do not perceive the importance of collaboration to improve the results in their companies; However, they point out the relevance of the client approach in the management of their organizations.Esta investigación estudia la percepción de los gerentes acerca de la relación de factores claves en la gestión de las cadenas de suministro y el rendimiento de las empresas, a través del desarrollo de un conjunto de modelos de ecuaciones estructurales. Los datos se obtienen a partir la opinión del personal administrativo de diferentes empresas del sector corporativo en Cienfuegos. Se utiliza para ello, una encuesta diseñada en la que se mide el enfoque de servicio al cliente, la integración y la colaboración como factores clave de éxito en el rendimiento de la cadena de suministro. Los resultados demuestran que la mayoría de los encuestados no perciben la importancia de la colaboración para mejorar los resultados en sus empresas; sin embargo hacen notar la relevancia del enfoque al cliente en la gestión de sus organizaciones.Esta pesquisa estuda as percepções dos gerentes quanto ao relacionamento de fatores-chave no gerenciamento da cadeia de suprimentos e desempenho da empresa através do desenvolvimento de um conjunto de modelos de equações estruturais. Os dados são obtidos a partir da opinião do pessoal administrativo de diferentes empresas do setor corporativo em Cienfuegos. Para o efeito, é elaborada uma pesquisa que mede o atendimento ao cliente, a integração e a abordagem de colaboração como fatores-chave de sucesso no desempenho da cadeia de suprimentos. Os resultados mostram que a maioria dos entrevistados não percebe a importância da colaboração para melhorar os resultados em suas empresas; mas eles observam a relevância do foco do cliente no gerenciamento de suas organizações. 

scholarly journals Organizational Justice and Gender Equity: The Contingent Effect of Islamic Work Ethics

2021 ◽  
Vol 4 (2) ◽  
Author(s):  
Qaisar Iqbal
Keyword(s):  
Organizational Justice ◽  
Gender Equity ◽  
Structural Equation ◽  
Interactional Justice ◽  
Private University ◽  
Work Ethics ◽  
Diverse Workforce ◽  
Analyse Data ◽  
And Gender ◽  
Relationship Of

Organizations are facing challenges to cope with gender equity in the presence of a diverse workforce. The present study investigates the moderating impact of Islamic work ethics on the organizational justice-gender equity relationship. Self-administered questionnaires were sent to employees working in a large private university in a State of Qatar. This study collected data from 250 employees with 66.12% response rate. The present study employed structural equation modelling to analyse data in SmartPLS 3.0 and SPSS version 24. Empirical findings revealed the significant relationship of distributive justice and interactional justice with gender equity. Procedural justice did not relate to gender equity. Furthermore, Islamic work ethics also moderated the relationship of interactional justice with gender equity. Limitations and implications have been added at the end of paper. This study is first in its nature revealing the conditional factor of Islamic work ethics on the organizational justice-gender equity relationship.

scholarly journals The effect of competence, motivation and organizational culture on employee performance: the mediating role of organizational commitment

2017 ◽  
Author(s):  
Agustina Rantesalu ◽  
Abdul Rahman Mus ◽  
Mapparenta ◽  
Zaenal Arifin
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Work Motivation ◽  
Employee Performance ◽  
Mediating Role ◽  
Insignificant Effect ◽  
South Sulawesi ◽  
Competence Motivation

The purpose of this study to analyze the effect of competence, motivation and organizational culture on organizational commitment and employee performance. The research was conducted at the Institute of Education and Training of South Sulawesi province with a population of 513 employees and based on Slovin formulation; sample set as many as 224 employees. Research hypothesis was tested by using Structural Equation Models (Analysis of Moment Structures, AMOS version 18). The study found that the competence and organizational culture has a positive and significant effect on organizational commitment. Work motivation has a negative and insignificant effect on organizational commitment. Competence, organizational culture and organizational commitment have a positive and significant effect on employee performance. Work motivation has a negative and insignificant effect on employee performance. Organizational commitment as a mediating variable in explaining the effect of work motivation on employees performance, whereas in, explains the effect of competency and organizational culture on performance, organizational commitment is not proven

scholarly journals Influence of organizational culture on the environments of innovation and organizational performance

2020 ◽  
Vol 27 (3) ◽  
Author(s):  
Klaus Siegmar Schuldt ◽  
Giancarlo Gomes
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Textile Industry ◽  
Structural Equation ◽  
External Environment ◽  
Equation Modeling ◽  
Fundamental Phenomenon ◽  
Favorable Influence ◽  
Fundamental Value ◽  
Relationship Of

Abstract: Innovation is an inherent and fundamental phenomenon for the prosperity of the textile industry. One of the factors that can stimulate the propensity for innovation is the organizational culture. This is due to the fact that by influencing employees' behavior, one can achieve that they accept innovation as a fundamental value in the organization and commit to it. Therefore, it is opportune to deepen the relationship between organizational culture and innovation and organizational performance. That way, the objective of this study was to analyze the influence of the organizational culture on the internal and external environment of innovation and organizational performance in an organization of the textile sector. The research was descriptive quantitative, transversal, with a sample of 186 respondents. The data were analyzed by means of Structural Equation Modeling. As a main result, the collaborators highlighted the Results dimensions; Processes and Internal relationship of the innovation group as present in the environment conducive to the development of innovations. The Organizational Culture of the company is congruent with the smallest distance of power and high collectivism. The theoretical model was adhered to in the textile organization studied, with respect to the influence of Organizational Culture on the internal and external Environment to the development of innovations contributing to the application of new studies. With this, it is possible to infer that there is a favorable influence of the organizational culture on the environment of development of innovations and organizational performance in the organization researched.

scholarly journals ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHERS IN INDONESIA

2019 ◽  
Vol 5 (2) ◽  
pp. 13-25
Author(s):  
Syafaat Ariful Huda
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Design Methodology ◽  
Structural Equation Models ◽  
Junior High Schools ◽  
Citizenship Behavior ◽  
Organizational Process ◽  
Positive Effect

Purpose: In this study, we investigated the effects of organizational justice and trust directed at the organization as a whole on OCB. Also investigated were the influence between organizational justice and OCB, and the influence between trust and OCB. Design/Methodology/Approach: From a sample of 273 teachers from 305 Private Junior High Schools in Tangerang District, we tested the hypothesized model using structural equation models. Findings: The main findings are as follows: Findings show that organizational justice and trust have a positive effect on teacher’s OCB and OCB is also positively related to trust. Originality/value: The results of the study show that teachers could be engaged in organizational citizenship behavior when they perceive fairness of the equality, needs, rights of opinion, transparency, neutrality and acknowledging the same position of the organizational process.

scholarly journals Human resource practices and employee wellbeing from a gender perspective: The role of organizational justice

2021 ◽  
Vol 53 ◽  
Author(s):  
Beatriz Sora ◽  
◽  
Amparo Caballer ◽  
M. Esther García-Buades ◽  
◽  
...  
Keyword(s):  
Organizational Justice ◽  
Human Resource ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Interactional Justice ◽  
Well Being ◽  
Human Resource Practices ◽  
Hr Practices ◽  
The Relationship

Introduction/objective: HR practices have been widely studied in the literature. However, critical research gaps remain unexplored. Little attention has been paid to the relationship between HR practices and well-being, or the mechanisms that explain the effect of HR on employees’ wellbeing, and the role of gender in this relationship. Hence, this study aims to examine the relationship between HR practices and well-being (eudemonic and hedonic) through organizational justice, taking into account gender. Method: A convenience sampling technique was used in a correlational design. The sample was composed of 1647 employees from 42 Spanish organizations. Our measures were HR practices, organizational justice, and hedonic and eudemonic wellbeing. Multi-group structural equation models were computed. Results: The results supported our hypothesis, which mainly stated that (1) organizational justice (distributive, procedural and interactional justice) mediated the relationship between HR practices and eudemonic and hedonic well-being; (2) there were differences between men and women in this mediation. Conclusions: Human resource practices and organizational justice offer tools to HR managers in order to maintain and improve employees’ well-being levels within their organizations.

scholarly journals Examining the relationship of teacher perception of accountability and assessment policies on teacher turnover during NCLB

2019 ◽  
Vol 27 ◽  
pp. 86 ◽  
Author(s):  
Meredith L. Wronowski ◽  
Angela Urick
Keyword(s):  
No Child Left Behind ◽  
Structural Equation ◽  
Intent To Leave ◽  
Teacher Perception ◽  
Structural Equation Models ◽  
The United States ◽  
Teachers Perceptions ◽  
Employment Decision ◽  
Relationship Of ◽  
The Relationship

The purpose of this study is to determine the relationship between teachers’ perception of their work, their intent to leave their current position, and their realized turnover at the height of the federal accountability policy era in the United States. The study uses a framework of teacher de-professionalization and demoralization operationalized by teacher responses to the Schools and Staffing Surveys and Teacher Follow-up Surveys from the National Center for Education Statistics. We tested the relationship of de-professionalization and demoralization to turnover with two competing structural equation models for teachers who cited accountability policies as a factor in their employment decision, and those who did not. We find that teacher worry and stress associated with demoralization is a significant predictor of intent to leave in both groups of teachers. However, teacher worry and stress is only a significant predictor of teachers leaving the profession and moving schools in teachers who cite accountability policies as a factor in their employment decision. These findings demonstrate a relationship between teachers’ perceptions of accountability policies, perception of their working conditions, and turnover. These results have important implications for policy makers and educational leaders as the U.S. transitions from the No Child Left Behind era to the implementation of the Every Student Succeeds Act. 

scholarly journals Impact of Employees Core Self-Evaluations on Employee Engagement: Moderating Role of Organizational Culture

2019 ◽  
Vol 5 (2) ◽  
pp. 303-314
Author(s):  
Tahreem Baloch ◽  
Muhammadi Sabra Nadeem ◽  
Muhammad Zia-ur-Rehman
Keyword(s):  
Organizational Culture ◽  
Employee Engagement ◽  
Structural Equation ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Validity And Reliability ◽  
Proposed Model ◽  
Relationship Of ◽  
Core Self ◽  
The Relationship

Core self-evaluations have predictive value for crucial work outcomes. However, less attention is given to examine the relationship between employee core self evaluations and employee engagement. Based on trait activation theory present study propose a research framework that examines the relationship of employee core self evaluations with employee engagement accompanied by organizational culture as a moderator. It was assumed that employees core self evaluation traits significantly interacts with their perception about the organizational culture and produce valuable work outcome like employee engagement.  Confirmatory factor analysis was performed to demonstrate validity and reliability of proposed model and structural equation modeling was used to examine hypothesized model. The proposed model was supported empirically by data collected from 537 employees working in different branches of Pakistan Telecommunication Company limited (PTCL). The result indicated core self evaluations of employees as predictor of their engagement levels, also innovative and supportive organizational culture were found to have positive moderating effect on the relationship of employee core self evaluations with employee engagement.

Organizational factors of justice and culture leading to organizational identification in merger and acquisition

2017 ◽  
Vol 41 (8) ◽  
pp. 687-704 ◽  
Author(s):  
Maimunah Ismail ◽  
Nordahlia Umar Baki
Keyword(s):  
Organizational Culture ◽  
Organizational Justice ◽  
Organizational Development ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Interactional Justice ◽  
Organizational Factors ◽  
Merger And Acquisition ◽  
Content Type

Purpose This paper aims to examine the influence of two organizational factors, namely, organizational justice and organizational culture, on organizational identification as perceived by employees following merger and acquisition (M&A) in Malaysia. Design/methodology/approach The study, which adopts the Social Identity Theory as its theoretical foundation, was conducted among employees from selected Malaysian organizations that had undergone M&A from 2009 to 2016. Data were obtained from 302 respondents and analysed using Structural Equation Modelling procedures. Findings The results reveal that interactional justice and four dimensions of organizational culture contribute significantly to organizational identification, with a determination power of 61 per cent. Practical implications The study offers practical insights to human resource managers in strengthening organizational identification as perceived by employees after an M&A by considering the crucial role of interactional justice and organizational culture. Originality/value There have been few investigations that link employees’ perceptions of organizational justice and culture with post-merger organizational identity. This study theorizes on human issues in M&A and enriches the Western literature on organizational identification by providing insights from an Asian (Malaysian) perspective. Research limitations/implications The research is limited in terms of respondents who were employed in M&A organizations in the Klang Valley areas in Malaysia. The scope is also limited to an examination of two groups of organizational factors, namely, justice and culture, that lead to organizational identification. Implications to managing human resources from the perspective of organizational development are discussed.

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