A study on the expatriates, organizational justice, organizational commitment, job engagement, and organizational effectiveness

2014 ◽  
Vol 64 (Supplement-2) ◽  
pp. 53-68
Author(s):  
Pao-Cheng Lin
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Justice ◽  
Organizational Effectiveness ◽  
Large Scale ◽  
Local People ◽  
Job Engagement ◽  
Research Results ◽  
Retrieval Rate ◽  
Mother Country

A lot of large-scale companies in Taiwan have actively expanded the overseas businesses in past years. In addition to recruiting local people as the human resources, expatriates from the mother country could better conform to the enterprise principles and policies. This study aims to discuss the correlations between expatriates and Organizational Justice, Organizational Commitment, Job Engagement, and Organizational Effectiveness and expects to provide decision reference for relevant industries. Questionnaires were distributed among and collected from the management and the expatriates of enterprises which were ranked top-ten revenue in 2013 through e-mails. A total of 300 copies of questionnaires were distributed, and 143 valid copies were retrieved, with the retrieval rate of 48%. The research results concluded the significant correlations between 1. Organizational Justice and Organizational Commitment, 2. Organizational Justice and Job Engagement, 3. Organizational Commitment and Job Engagement, 4. Organizational Commitment and Organizational Effectiveness, and 5. Job Engagement and Organizational Effectiveness.

scholarly journals Does Organizational Justice Moderate The Negative Influence of Job Insecurity on Organizational Commitment?

2021 ◽  
Vol 5 (3) ◽  
pp. 177-189
Author(s):  
Anik Herminingsih
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Justice ◽  
Job Insecurity ◽  
Employee Commitment ◽  
Negative Influence ◽  
Hierarchical Regression ◽  
Hierarchical Regression Model ◽  
Sense Of Justice ◽  
Contract Labor

The increasing use of contract labor has triggered job insecurity resulting in a decline in organizational commitment. It is a challenge for the management of human resources to keep the committed employees by providing good treatments, for example, by giving a sense of justice of the organization. The study aims to analyze whether organizational justice moderates the negative influence of job insecurity on organizational employee commitment. The study involves 30 students of regular2; the data are obtained by filling in a self-rating questionnaire. The data are analyzed by using hierarchical regression model  by using SPSS. The results show that job insecurity affects negatively and significantly on organizational employee commitment, while organizational justice affects positively and significantly on organizational employee commitment. Organizational justice has not been proven to moderate the influence of job insecurity on organizational employee commitment.   Keywords: moderation, negative influences, organisasional commitment, insecurity

scholarly journals The effect of work satisfaction and organizational commitment on human resources performance at the provision and protocol section regional secretariat of Karo District

2021 ◽  
Vol 10 (1) ◽  
pp. 28
Author(s):  
Novia Ruth Silaen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Work Satisfaction ◽  
Positive Influence ◽  
Research Results ◽  
Simultaneous Test

This study with the title The Effect of Job Satisfaction and Organizational Commitment on Performance, which aims to determine the effect parsilally and simultaneously carried out by ttest and Ftest. From the research results determined that job satisfaction and organizational commitment have a positive influence on performance which is determined by tcount greater than ttable. Furthermore, by using the simultaneous test, the results show that Fcount is greater than the Ftable. For this reason, it is suggested to further improve job satisfaction and organizational because to achieve effective commitment on performance in providing services to the community there are still many other factors that can affect, for example, training, discipline and others.

scholarly journals Analysing of the relationships between behaviours related to organizational justice, organizational commitment, and organizational citizenship

2015 ◽  
Vol 12 (2) ◽  
pp. 1674 ◽  
Author(s):  
Ahmet Cezmi Savaş ◽  
Abdurrahman Angay ◽  
Mehmet Alp
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Large Scale ◽  
Personal Data ◽  
Descriptive Study ◽  
City Centre ◽  
Survey Method ◽  
Regression Methods ◽  
The City

<p>In this study, the relation between organizational commitment and organizational justice notions which are effective on teachers’ organizational citizenship is demonstrated. This research is a descriptive study in correlational survey method. In the study, high schools in the city centre of Gaziantep were examined, and consisting of 283 teachers. The study was carried out on the easily accessible sample. The data were collected by using a personal data form, organizational justice, organizational commitment and organizational citizenship tools. The data were analyzed with correlation and multiple linear regression methods. In a middle or large scale, positive and meaningful relations between organizational justice, organizational commitment and organizational citizenship the perceptions of teachers were examined. Whether personal and vocational factors are effective on organizational citizenship, or not, was also examined. It was confirmed that organizational justice directly affects organizational citizenship, and also organizational commitment is a partial mediation predictor to organizational citizenship. According to findings obtained, various suggestions were made.</p>

scholarly journals Pengaruh Job-Engagement Terhadap Perilaku Withdrawal Melalui Komitmen Organisasi

2019 ◽  
Vol 2 (1) ◽  
pp. 43
Author(s):  
Alkusani Alkusani ◽  
Sukaris Sukaris
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Employee Engagement ◽  
Education Institution ◽  
Negative Influence ◽  
Job Engagement ◽  
Analysis Tool ◽  
Good Reliability ◽  
Withdrawal Behavior ◽  
Employee Withdrawal

Human resources (HR) as one of the keys for the company in achieving its goals and success. Achieving company goals if HR shows good reliability, therefore companies need to make HR play a key role in an organization so that there is involvement, love or employee engagement that impacts on the sustainability of an organization, which can build organizational commitment and also determine how employees will behave. In this study offers a new theoretical framework of management as a shaping factor for the importance of organizational commitment and also the behavior of withdrawal of employees, the sample is carried out on employees with a contractual status of 54 in a higher education institution. The analysis tool uses path analysis with warpPLS. The results show that job engagement negatively influences employee organizational commitment, job engagement has a negative influence on withdrawal behavior, organizational commitment has a negative influence on withdrawal behavior while organizational commitment cannot be a mediating variable between job engagement and employee withdrawal behavior .

scholarly journals Analyzing the Consequences of Bad Outsourcing on Human Resources in Iranian Public Organizations

2012 ◽  
Vol 4 (2) ◽  
pp. 64-71
Author(s):  
Ali Asghar Pourezzat ◽  
Nader Seyed Kalali . ◽  
Ghazaleh Taheri Attar .
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Justice ◽  
Organizational Identity ◽  
Public Organizations ◽  
Job Security ◽  
Citizenship Behaviors ◽  
Behavioral Consequences ◽  
Significant Difference ◽  
The Status

The purpose of present research is to compare the status of perceptional and behavioral consequences on employees who serve in bad-outsourced departments of one of Iranian public organizations and the status of consequences on those employees who serve in non-outsourced departments of the same organization. In this line, such variables as organizational justice, organizational commitment, organizational identity, job security and anti-citizenship behaviors are compared between two groups of staff. The findings show that the rate of organizational justice, organizational commitment, organizational identity and job security among those employees who serve in bad-outsourced sectors is lower than similar variables among non-outsourced ones. In the meantime, there is no significant difference between groups in terms of anticitizenship behaviors variable. Noteworthy, present study was conducted in summer and fall 2010 in Iran.

scholarly journals Pengaruh Reward, Punishment dan Keadilan Organisasi Terhadap Kinerja Karyawan PT Mawar Sebelas Serang

2020 ◽  
Vol 10 (2) ◽  
pp. 100-105
Author(s):  
Suryaman Suryaman
Keyword(s):  
Human Resources ◽  
Organizational Justice ◽  
Significant Influence ◽  
Employee Performance ◽  
Average Score ◽  
Research Results ◽  
Require Quality ◽  
Study Population ◽  
Quantitative Descriptive

ABSTRAK Penelitian ini bertujuan untuk mengetahui reward, punishmentan keadilan organisasi terhadap kinerja karyawan PT Mawar Sebelas Serang. Metode yang digunakan adalah kuantitatif bersifat deskriptif dan asosiatif. Penelitian dilakukan di PTMawar Sebelas pada tanggal 8 Januari 2019 s/d Juni 2019. Populasi penelitian sebanyak 55 karyawandengan menggunakan sampling jenuh. Data dikumpulkan dengan menggunakan instrumen penelitian dan diolah menggunakan  SPSS statistic versi 24.0windows.Proses reward, punishment dan keadilan organisasi  menempati peran yang pentinguntuk merealisasikan tujuan perusahaan yang optimal yangmemerlukan sumber daya manusia yang berkualitas, namun pada kenyataannya berdasarkan observasi awal pada PTMawar Sebelas,kinerja perusahaan kurang baik, karena nilai rata-rata skor sebesar 33,6 dibawah skor 35,akibat rendahnya keterampilan dalam bekerjadan dari pengetahuan  pekerjaan masih rendah. Berdasarkan hasil penelitian dapat disimpulkan bahwa: Terdapat pengaruh positif dan signifikan antara reward,punishmentdan keadilan organisasi baik secara parsial maupun simultan dengan kontribusi 35,5% terhadap kinerja karyawan,sedangkan sisanya 74,5% dipengaruhi oleh faktor lain yang tidak diteliti. Hasil penelitian ini merekomendasikan bahwa kinerja karyawan dapat ditingkatkan melalui  variabel yang mendominasi yaitu variabel rewardsebesar  0,465untuk punishmentsebesar 0,402 sedangkan keadilan organisasi  sebesar 0,390. Dalam hal ini untuk meningkatkan kinerja karyawan perlu peningkatan, kemampuan, keterampilan dalam menyelesaikan tugas pada PT Mawar Sebelas Serang.   Kata kunci : Reward, Punishment dan Keadilan Organisasi terhadap Kinerja Karyawan. ABSTRACT   This study aims to determine the reward, punishment and organizational justice for the performance of employees of PT MawarSebelasSerang. The method used is quantitative descriptive and associative. This research was conducted at PT MawarSebelas on January 8, 2019 to June 2019. The study population was 55 employees using saturated sampling. Data were collected using research instruments and processed using SPSS statistics version 24.0 windows. The process of reward, punishment and organizational justice plays an important role in realizing optimal company goals that require quality human resources, but in fact based on preliminary observations at PT MawarSebelasDrangong, the company's performance is not good, because the average score is 33. , 6 below the score of 35, due to low skills in work and from low job knowledge.Based on the research results it can be concluded that: There is a positive and significant influence between reward, punishment and organizational justice either partially or simultaneously with a contribution of 35.5% to employee performance, while the remaining 74.5% is influenced by other factors not examined.The results of this study recommend that employee performance can be improved through the dominating variable, namely reward variable of 0.465 for punishment of 0.402 while organizational justice is 0.390. In this case to improve employee performance, it is necessary to improve, ability, skills in completing tasks at PT MawarSebelasSerang.   Keywords :Reward, Punishment and Organizational Justice on Employee Performance

Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 12-22
Author(s):  
Mehreen Fatima ◽  
Zeeshan Izhar ◽  
Zaheer Abbas Kazmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Design Methodology ◽  
Direct Relationship ◽  
Banking Sector ◽  
Mediating Role ◽  
Research Gap ◽  
The Impact

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

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