Exploring the Relationship between Servant Leadership and Organizational Commitment at Korean Firms in China - Focusing on the Mediating Role of Organizational Culture -

2016 ◽  
Vol 23 (1) ◽  
pp. 279-301
Author(s):  
Han Yu ◽  
◽  
Dong Chul Kim ◽  
Jung Won Kim
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Servant Leadership ◽  
Mediating Role ◽  
The Relationship

Test the Moderating and Mediating role of organizational culture in the relationship between servant leadership and employees performance (an analytical research of the views of a sample of employees in Al Zawraa general company)

2020 ◽  
Vol 2 (4) ◽  
pp. 16-32
Author(s):  
مصطفى حتوان رحيمة ◽  
محمد عبد احمد
Keyword(s):  
Organizational Culture ◽  
Servant Leadership ◽  
Pearson Correlation ◽  
Main Tool ◽  
Mediating Role ◽  
Public Company ◽  
Independent Variable ◽  
Deviation Coefficient ◽  
The Relationship

This research aims to study the expected role of organizational culture between the servant leadership in its dimensions (support and support of employees, forgiveness, and originality) and the performance of workers in whether it is a moderating role that modifies the strength and direction of the relationship between the independent variable and the dependent variable or just a mechanism to transfer the effect of the independent variable on the dependent variable this is called the mediating role. The targeted research sample was represented by the employees working in Al-Zawraa Public Company and the research sample reached (76) individuals of different job levels. For the purpose of collecting data for conducting statistical analyzes, the research relied on the questionnaire as a main tool, as (100) questionnaires were distributed to the employees of Al Zawraa Public Company, Al-Mansour site, Gas Department Medical and industrial. The number of retrieved questionnaires was (79), and valid for statistical analysis was (76). The data were analyzed using (AMOS) version 23 program. To achieve the research objectives, many statistical methods were used, represented by (the arithmetic mean, standard deviation, coefficient of variation, Pearson correlation coefficient and multiple linear regression). This research reached a set of conclusions, perhaps the most important of which is inferring the fact that organizational culture plays an interactive role and an intermediate role in the relationship between servant leadership and the performance of employees.

scholarly journals The Effect Of Organizational Culture On Employee Commitment: A Mediating Role Of Human Resource Development In Korean Firms

2016 ◽  
Vol 33 (1) ◽  
pp. 87-94
Author(s):  
Zeinab Inanlou ◽  
Ji-Young Ahn
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Human Resource ◽  
Critical Factor ◽  
Resource Development ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

The purpose of this study is to examine the effect of organizational culture defined as communication, trust, and innovative production on employees’ organizational commitment. Furthermore, we explored the possibility the role of HRD (Human Resource Development) activities in mediating the aforementioned relationship. Using the national employer survey data conducted by Korean government in 2011, the results find that organizational culture, in particular, defined as better communication among superiors and subordinates, trust, and appreciation of innovation from superiors, is positively related to organizational commitment. In addition, firm’s investment in HRD or employee participation in HRD would play a mediating role in influencing the relationship between organizational culture and organizational commitment. Therefore, organizational culture is a critical factor to increase workers’ motivation through the participation in HRD training program, thereby increasing worker’s commitment. The results provide theoretical and practical implications in HRD and its link to organizational culture in organizations. 

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals Expatriates’ withdrawal intentions

2017 ◽  
Vol 46 (8) ◽  
pp. 1852-1869 ◽  
Author(s):  
Luisa Helena Pinto ◽  
Carlos Cabral Cardoso ◽  
William B. Werther Jr
Keyword(s):  
Organizational Culture ◽  
Goal Orientation ◽  
Design Methodology ◽  
Negative Influence ◽  
Content Type ◽  
Mediating Role ◽  
Business Goals ◽  
Culture Characteristics ◽  
The Relationship

Purpose The purpose of this paper is to examine the role of perceived home and destination organizational culture characteristics and general satisfaction with the assignment as antecedents of expatriates’ withdrawal intentions. Design/methodology/approach Data were collected through a web survey of an international sample of expatriates with a broad representation of industries, organizations and countries of origin and destination. Findings The results indicate that home and destination organizational cultures affect expatriates’ withdrawal intentions, after controlling for demographics and national cultural differences, namely: home organizational culture has a stronger influence on withdrawal intentions from the organization, while host organizational culture affects withdrawal intentions from the assignment. Further, the relationship between host organizational culture and expatriates’ intentions to withdraw from the assignment is mediated by expatriates’ satisfaction with the assignment. Evidence was also found supporting a stronger and negative influence of the goal orientation dimension of organizational culture, thus suggesting that a collective orientation toward common business goals (i.e. solidarity) may help retain expatriates. Originality/value This study seeks to fill a gap in the literature by exploring the influence of organizational culture on expatriates’ withdrawal intentions, and the mediating role of expatriates’ satisfaction with the assignment, on that relationship.

scholarly journals A Proposed Framework Of Mediating Role Of Interpersonal Employee Conflict Between The Relationship Of Servant Leadership And Academicians OCB, Using PLS

2019 ◽  
Vol 8 (5C) ◽  
pp. 1369-1374
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Structure Equation ◽  
Equation Modeling ◽  
Mediating Role ◽  
Structure Equation Modeling ◽  
Relationship Of ◽  
The Relationship ◽  
New Framework

Interpersonal employee conflicts exist in every organization, which relates to Organizational citizenship behaviours of employees. This study investigates the mediating role of interpersonal employee conflict between the relationship of servant leadership approach and academicians OCB. Variance based structure equation modeling is implementes as smar PLS is used to investigate the reltionship. A new framework is proposed as Interpersonal employee conflict mediates the relationship between servant leadership and academicians OCB. It is recommened to reduce the interpersonal employee conflict as these hampers the relationship between servant leadership dimensios ad academicians OCB.

The relationship between ethical leadership and employee voice: The roles of error management climate and organizational commitment

2019 ◽  
pp. 1-19 ◽  
Author(s):  
Jin Cheng ◽  
Haiqing Bai ◽  
Caixia Hu
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Employee Voice ◽  
Error Management ◽  
Voice Behavior ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

AbstractStudies have shown that voice could be utilized as an effective method to improve organizational effectiveness. This study explores the relationship between ethical leadership and employee voice behavior by focusing on the mediating role of the error management climate and the moderating role of the employee's organizational commitment. Analysis of data collected in three phases in China indicates that the error management climate partly mediates the relationship between ethical leadership and voice behavior. Also, organizational commitment is found to moderate the relationship between the error management climate and voice behavior. Theoretical and practical implications of these results are discussed.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

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