Linking Employee engagement, job stress and perceived organizational support to organizational commitment

2021 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Dr. Manisha Sharma N.A.
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support

Study of hospitals in Jordan shows negative effect of job stress on both perceived organizational support and organizational commitment

2020 ◽  
Vol 28 (7) ◽  
pp. 1-2
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Impact ◽  
Public Hospitals ◽  
Mediating Effect ◽  
Content Type ◽  
Negative Effect ◽  
The Impact

Purpose The authors decided to study the impact of stress on performance in hospitals because long hours are common and high levels of performance are required at all times. Medical errors may cost lives and swift responses to patient needs are demanded. With so much pressure, it’s not surprising that stress in hospitals is a common complaint from staff Design/methodology/approach To test their four hypotheses, the authors contacted all five public hospitals and the 41 private hospitals in Amman. Two public and four private agreed to participate. The end result was that 500 questionnaires were usable in the study. The respondents all completed the questionnaire, which contained 30 items – 13 to measure job stress, 11 to measure POS, and six to measure organizational commitment. Findings The study of 500 hospital workers in six hospitals in Amman, Jordan, revealed a significant negative effect of job stress on both perceived organizational support (POS) and organizational commitment. The results also highlighted the significant full negative mediating effect of POS on the relationship between job stress and organizational commitment. Originality/value Based on the results of the research, they advise hospital management to focus on their human capital and ensure their leadership styles inspired high levels of organizational commitment. The results indicate that one way to inspire devotion and increase commitment is to manage stress levels. The research also reveals the positive impact of minimizing stress on POS.

scholarly journals Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction

2013 ◽  
Vol 38 (1) ◽  
pp. 27-40 ◽  
Author(s):  
Soumendu Biswas ◽  
Jyotsna Bhatnagar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Discriminant Validity ◽  
Factor Model ◽  
Path Model ◽  
Nested Models

Given the multi-determinability of individual affect and attitudes, this paper seeks to explicate their display through some construct that captures the cognitive, emotional, and behavioural components of work-related roles. Employee engagement is found to be one such explanatory variable. This paper assesses the mediating role of employee engagement between perceived organizational support (POS) and person-organization fit (P-O fit) as the antecedents and organizational commitment and job satisfaction as the consequences. It tests the path model by using data from six Indian organizations and a sample of 246 Indian managers. The findings help find a direct effect of P-O fit and POS, which affects employee engagement and leads to variance in organizational commitment and job satisfaction. Further, the paper attempts to establish discriminant validity between employee engagement and organizational commitment. Yet, because of the similarity of wordings of the items measuring the employees� ratings of the two constructs, the authors conducted a confirmatory factor analysis leading to discriminant validity establishment to examine whether employee engagement and organizational commitment were distinct. AMOS software (version 17.0) was used to compare the fit of two nested models: (a) a one-factor model incorporating both the constructs and (b) a two-factor model distinguishing employee engagement and organizational commitment. It also provides empirical support to job satisfaction and its linkage with employee engagement. The findings suggest that when individuals perceive positive levels of organizational collaboration, they are intrinsically encouraged towards exerting considerably higher levels of effort. The notion that P-O fit deals with the congruence between employees� personal values and those of the organization makes for greater meaningfulness and psychological safety leading to higher levels of employee engagement. Furthermore, when individual values are perceived to fit organizational norms, the former are entrusted with greater responsibilities and are made to feel more empowered. A high level of employee engagement reflects a greater trust and loyal relationship between the individual and the organization. This suggests the building up of higher degree of commitment by the employee towards their employing organization. The paper contributes to theory building in the employee engagement and organizational commitment domains.

scholarly journals THE INFLUENCE OF ORGANIZATIONAL CULTURE AND PERCEIVED ORGANIZATIONAL SUPPORT ON EMPLOYEE ENGAGEMENT WITH ORGANIZATIONAL COMMITMENT AS A MEDIATOR

2021 ◽  
Vol 19 (1) ◽  
pp. 340-361
Author(s):  
Hanna Amanda ◽  
Pantius Drahen Soeling
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Positive Direct ◽  
The Relationship

The focus of this research is how to improve employee engagement at the PT.X head office by examining the relationship between organizational culture and organizational perceptions of employee engagement with organizational commitment as a mediator. This research uses quantitative approach, which is a study that aims to explain a cause of the occurrence of social phenomena, which the phenomenon will be explained by conducting an objective measurement. Primary data collection through the dissemination of questionnaires to 74 respondents. Data analysis using the partial least square equation model or can be known as SEM-PLS. Based on the results of research that has been found, it can be concluded that organizational culture variable does not give a significant direct positive influence on employee engagement, whereas when viewed on variables perceived organizational support and organizational commitment, these two variables have a significant positive direct affect on employee engagement. If the direct influence relationship between organizational culture and employee engagement does not have a significant influence, but when the variable is mediated by organizational commitment, then the results state that there is a significant positive influence relationship between the two variables.  This shows that the organization's commitment to succeed has a significant role in mediating the relationship between organizational culture and employee engagement.

scholarly journals The Effect Of Competence, Job Stress And Perceived Organizational Support On Employee Performance With Organizational Commitments As Intervening Variables

2021 ◽  
Vol 3 (2) ◽  
pp. 131-139
Author(s):  
Nolla Puspita Dewi ◽  
Intan Rahmadian ◽  
Jemmy Rumengan ◽  
Bambang Satriawan ◽  
Sri Y ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Work Stress ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
City Government ◽  
Survey Method ◽  
The Relationship

This study aims to analyze the effect of Competence, Job Sress, and Perceptual Organizational Support on Performance with Organizational Commitment as an Intervening Variable on Tanjungpinang City government employees. This type of research is associative causality. This research was conducted using a survey method by distributing questionnaires from government agencies in the Tanjungpinang City Government. The population of this study was all Regional Apparatus Organizations in Tanjungpinang City Government, totaling 31 Regional Apparatus Organizations, consisting of 97 sample respondents including the Head of Financial Subdivision, Head of Program Subdivision, Program Subdivision Secretary, Secretary, Development and Development Division of Control Programs in the Planning Agency, Development, Research and Development of Tanjungpinang City, and Inspectorate auditors. Data analysis methods used are descriptive statistical analysis and Partial Least Square (SEM-PLS) analysis. The results of this study indicate that competence has a significant effect on performance, work stress and perceived organizational support has no significant effect on performance. Competence does not significantly influence organizational commitment. Job stress and perceived organizational support have a significant effect on organizational commitment. Organizational commitment has no significant effect on performance. Indirectly, organizational commitment mediates the relationship of competence and organizational support, but does not mediate the relationship between work stress and performance

INTERVENSI PELATIHAN PENILAIAN KINERJA PADA ATASAN UNTUK MENINGKATKAN PERCEIVED ORGANIZATIONAL SUPPORT & EMPLOYEE ENGAGEMENT

2017 ◽  
Vol 2 (2) ◽  
pp. 1-8
Author(s):  
Holy Greata
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Study Design ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Paired Sample ◽  
Utrecht Work Engagement Scale ◽  
Before And After ◽  
Before And After Study

This study aims to look at the effectiveness of performance appraisal training programs to improve perceived organizational support and employee engagement among employees at YPTK educational institutions. This research uses a quantitative approach, with the before-and-after study design research design. The strength of this program is the ability to measure the impact of an intervention. Measuring devices perceived organizational support is an adaptation of the survey of perceived organizational support, while measuring instruments employee engagement is an adaptation of the Utrecht work engagement scale. The results of this study indicate the influence of perceived organizational support on employee engagement of 0.168 (p = 0.016 significant at l.o.s 0.05). Paired sample t-test results showed significant differences in perceived organizational support and employee engagement scores before and after the training and outreach of performance appraisal. Keywords: Perceived Organizational Suppor; Employee Engagement, Performance assessment   Penelitian ini bertujuan melihat efektifitas program pelatihan penilaian kinerja untuk meningkatkan perceived organizational support dan employee engagement pada karyawan di lembaga pendidikan YPTK. Penelitian ini menggunakan pendekatan kuantitatif, dengan design penelitian the before-and-after study design. Kelebihan dari program ini adalah kemampuan untuk mengukur dampak dari sebuah intervensi. Alat ukur perceived organizational support merupakan adaptasi dari survey of perceived organizational support, sedangkan alat ukur employee engagement merupakan adaptasi dari Utrecht work engagement scale. Hasil penelitian ini menunjukkan adanya pengaruh perceived organizational support terhadap employee engagement sebesar 0.168 (p=0.016 signifikan pada l.o.s 0.05). Hasil uji paired sample t-test menunjukkan adanya perbedaan skor perceived organizational support dan employee engagement yang signifikan sebelum dan sesudah dilakukan pelatihan dan sosialisasi penilaian kinerja.   Kata Kunci: Perceived Organizational Suppor; Employee Engagement, Penilaian Kinerja.

Sign in / Sign up

Export Citation Format

Share Document