THE ROLE OF ETHICAL LEADERSHIP IN INCREASING EMPLOYEES' ORGANIZATIONAL COMMITMENT AND PERFORMANCE: THE CASE OF HEALTHCARE PROFESSIONALS

Journal of Life Economics ◽

10.15637/jlecon.8.1.13 ◽

2021 ◽

pp. 133-146

Author(s):

Gülay Tamer

Keyword(s):

Organizational Commitment ◽

Ethical Leadership ◽

Structural Equation ◽

Healthcare Professionals ◽

Individual Performance ◽

Normative Commitment ◽

Variable Model ◽

And Performance ◽

Leadership Approaches

Today's organizations are looking for ways to improve the organizational commitment and performance of employees in order to have a qualified workforce and maintain sustainability. Organizational leaders' approach to increasing employee motivation positively affects their organizational commitment and job performance. This research, basically focusing on the health sector, tried to specify the effect of the managers’ ethical approach on employees’ organizational commitments, performances, and the role of organizational commitments in this effect. The sampling was composed of 362 healthcare professionals. In this cross-sectional field study, an independent variable model for the ethical leadership approaches and a dependent variable model for the employees’ performance and commitment to their organizations were practiced. Data was collected through Ethical leadership, Organizational Commitment, and Individual Performance Scales. The data collected were analyzed through SPSS and AMOS package programs. A correlation analysis to specify the relationships between the variables and a regression analysis was done to specify the interaction. In specifying the intermediary role of organizational commitment, Structural Equation Model (SEM) was used. The results of the analyses showed positive significant relationships between ethical leadership approaches and organizational commitment and employees’ performance. It was also observed that ethical leadership approaches had a positive and meaningful effect on affective, continuous and normative commitment, the sub-dimensions of organizational commitment, as well as the employees’ performance. On other important finding is employees’ attendance and normative commitment are highly affected by ethical leadership approaches. As a result, it was specified that ethical leadership approaches by the managers are highly effective on employees’ performance and their commitment. It was also noted that organizational commitment played a mediator role on ethical leadership approaches. These findings were seen to be amicable with findings in previous studies. It is expected that this research will contribute to the literature because it is a holistic model including the relationships between variables.

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effect of private health institution managers’ ethical leadership approach on the organizational commitment and performance of the employees

LAPLAGE EM REVISTA ◽

10.24115/s2446-622020217extra-d1134p.537-555 ◽

2021 ◽

Vol 7 (Extra-D) ◽

pp. 537-555

Author(s):

Gülay Tamer Bakar ◽

Salim Akyürek

Keyword(s):

Organizational Commitment ◽

Ethical Leadership ◽

Health Sector ◽

Individual Performance ◽

Variable Model ◽

Cross Sectional ◽

Independent Variable ◽

And Performance ◽

Leadership Approaches

This research, basically focusing on the health sector, tried to specify the effect of the managers’ ethical approach on employees’ organizational commitments, performances, and the role of organizational commitments in this effect. The sampling was composed of 362 healthcare professionals. In this cross-sectional field study, an independent variable model for the ethical leadership approaches and a dependent variable model for the employees’ performances and commitments to their organizations were practiced. Data were collected through Ethical leadership, Organizational Commitment, and Individual Performance Scales. The data collected were analyzed through SPSS and AMOS package programs. The results of the analyses showed positive significant relationship between ethical leadership approaches and organizational commitment and employee’s performances. It was also observed that ethical leadership approaches had a positive and meaningful effect on affective, continuous and normative commitment, the sub-dimensions of organizational commitment, as well as the employees’ performances.

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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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Developing Sustainable Healthcare Systems in Developing Countries: Examining the Role of Barriers, Enablers and Drivers on Knowledge Management Adoption

Sustainability ◽

10.3390/su11040954 ◽

2019 ◽

Vol 11 (4) ◽

pp. 954 ◽

Cited By ~ 3

Author(s):

Jawad Karamat ◽

Tong Shurong ◽

Naveed Ahmad ◽

Sana Afridi ◽

Shahbaz Khan ◽

...

Keyword(s):

Developing Countries ◽

Knowledge Management ◽

Structural Equation ◽

Healthcare Professionals ◽

Positive Association ◽

Healthcare Sector ◽

Equation Modeling ◽

Significant Positive Association ◽

And Performance

Knowledge management (KM) adoption is crucial to integrating sustainable development within the healthcare sector. Different barriers, enablers, and drivers affect KM adoption. Identifying these barriers, enablers, and drivers and their role in KM adoption is the core of successful KM adoption. However, there is scarcity of studies applying quantitative models and combing barriers, enablers and drivers to check their effect on KM adoption, especially form a developing country’s perspective such as Pakistan. Therefore, this study explores the role of barriers, enablers and drivers on KM adoption in Pakistan. Healthcare professionals participated in the data collection process, and results were analyzed using structural equation modeling. The findings described that: (1) organizational and strategic barriers have significant negative association with KM adoption; (2) government related enablers have significant positive association with KM adoption; (3) healthcare related drivers, and performance-based drivers have significant positive association with KM adoption. This study concludes that government intervention to promote KM adoption is necessary especially in developing countries. These findings will be helpful for the healthcare professionals and policy makers to promote KM adoption in healthcare sector. Current study contributes to the healthcare literature and body of knowledge by providing the empirical evidence of checking the quantitative effect of barriers, enablers and drivers on KM adoption.

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The mediating effect of job satisfaction and organizational commitment on self-reported performance: more robust evidence of the PSM—performance relationship

International Review of Administrative Sciences ◽

10.1177/0020852308099504 ◽

2009 ◽

Vol 75 (1) ◽

pp. 11-34 ◽

Cited By ~ 185

Author(s):

Wouter Vandenabeele

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Public Sector ◽

Individual Performance ◽

Mediating Effect ◽

Mediation Effect ◽

Mediating Role ◽

Public Managers ◽

And Performance

Public service motivation (PSM) has been linked to various outcome variables, but as more and more public administration research is devoted to improving performance, the possible link between PSM and performance is increasingly of interest. The current study contributes to this literature by investigating whether this relationship is present in a dataset of Belgian civil servants. The results corroborate the general thesis and demonstrate a mediation effect (to some extent) of job satisfaction and organizational commitment on this relationship. By doing so, the present study partly unveils the mechanisms upon which the PSM—performance relationship is based. Points for practitioners The findings of this study should urge public managers and decision-makers to value the effect of PSM in a public sector environment. First, as individual PSM apparently correlates with performance, this might provide some ideas about how to manage human resources in an effectiveness and efficiency driven public sector. Considering PSM in recruitment, retention and training may engender better individual performance. Next to this, the mediating role of job satisfaction and organizational commitment should enable public managers to find more openings to harness PSM effectively. After all, it embeds PSM better into vested theory and practices, with which practitioners may be more familiar.

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The factors influencing CoP activities and their impact on relationship commitment and individual performance

Journal of Knowledge Management ◽

10.1108/jkm-06-2013-0233 ◽

2014 ◽

Vol 18 (1) ◽

pp. 75-91 ◽

Cited By ~ 2

Author(s):

Heeyoung Jang ◽

Ilsang Ko

Keyword(s):

Organizational Support ◽

Perceived Risk ◽

Structural Equation ◽

Social Norm ◽

Individual Performance ◽

Equation Model ◽

Relationship Commitment ◽

Content Type ◽

Online Activities ◽

And Performance

Purpose – The objective of this study is to identify the factors that affect CoP activation and performance variables obtainable through CoP activities, and to gain greater insight into their relationships and the mechanisms. In particular, this paper intends to illustrate the role of perceived risk factor for the loss of uniqueness of one's own knowledge in terms of their influence on CoP activities. Design/methodology/approach – In this study, the human behaviours were divided into online and offline CoP activities and adopted affirmative affect and social norm from the Triandis model. In addition, the paper considered perceived expectation, perceived risk, and organization support as independent variables. These would accelerate online and offline activities in the community of practice. The paper considered relationship commitment and individual performance in the context of performance evaluations via CoP activities. A structural equation model was developed with research variables and hypotheses. Findings – As the consequence of the empirical assessment of the variables influencing the on/offline activities of a CoP, social norm, perceived expectation, perceived risk, and organizational support showed significantly influential relationships with online activities, and affirmative affect, perceived expectation, and organizational support evidenced significantly influential relationships with offline activities. However, with regard to online CoP activities, affirmative affect was not shown to be significant. As to offline activities, perceived risk was not shown to be significantly influential, while it was determined to significantly influence online activities in a negative direction. Originality/value – The results of this study demonstrated that on/offline CoP activities were significantly influential in terms both of relationship commitment and individual performance.

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Behavioral engagement and disaffection in school activities: Exploring a model of motivational facilitators and performance outcomes

Anales de Psicología ◽

10.6018/analesps.31.3.176981 ◽

2015 ◽

Vol 31 (3) ◽

pp. 869 ◽

Cited By ~ 4

Author(s):

Antonio González ◽

Paola Verónica Paoloni

Keyword(s):

Perceived Control ◽

Structural Equation ◽

Structural Equation Models ◽

Performance Outcomes ◽

Theory And Practice ◽

Behavioral Engagement ◽

School Activities ◽

Structural Relationships ◽

And Performance

Previous research has shown that perceived control, task value, behavioral engagement and disaffection are personal determinants of academic performance. However, little research has simultaneously examined these constructs in secondary education. The present study analyzed the structural relationships between these variables and the role of engagement and disaffection as mediators of control and value on performance. Participants were 446 students (51.3% girls) ranging in age from 12 to 16 years attending six Spanish compulsory secondary schools (from 7th to 10th grades). The variables were assessed over a nine-month period. Structural equation models results confirmed the hypotheses: control and value significantly predicted engagement, disaffection, and performance; engagement and disaffection predicted performance and partially mediated the effects from control and value on performance. Implications for psycho-educational theory and practice are discussed.

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Turnover Intention Among the Navy People: The Role of Work Family Interference and Organizational Commitment

ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL ◽

10.24191/abrij.v7i2.14975 ◽

2021 ◽

Vol 7 (2) ◽

pp. 172

Author(s):

Muhamad Zafran Whab ◽

Raida Abu Bakar

Keyword(s):

Organizational Commitment ◽

Turnover Intention ◽

Structural Equation ◽

Negative Impact ◽

High Capacity ◽

Intention To Leave ◽

Equation Modeling ◽

Work Family ◽

Navy Personnel

Human capital is a critical component of any organization's competitiveness. The absence of a high-capacity employee can have a negative impact on operational performance. The researcher examined the significance of organizational commitment as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. Data were collected from 400 navy personnel at the Lumut Naval Base in Perak, Malaysia, using structured questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. Organizational commitment serves as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. According to the findings of this study, organizational commitment mediated the relationship between work-family interference and turnover intention. Additionally, work-family interference is a significant predictor of intention to leave the RMN.

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Leadership credibility and change success: mediating role of commitment to change

International Journal of Productivity and Performance Management ◽

10.1108/ijppm-01-2021-0017 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Noufou Ouedraogo ◽

Michel Zaitouni ◽

Mohammed Laid Ouakouak

Keyword(s):

Structural Equation ◽

Affective Commitment ◽

Employee Commitment ◽

Organisational Change ◽

Normative Commitment ◽

Commitment To Change ◽

Continuance Commitment ◽

Content Type ◽

Negative Effect

PurposeThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approachThe authors conducted a quantitative study in which 239 participants from diverse organisations participated.FindingsUsing structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implicationsThus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/valueThis study sheds light on the role of leadership credibility and employee commitment during organisational change.

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Linking ethical leadership to administrative innovation in Ethiopian banks: the mediating role of knowledge process capabilities

Journal of Management Development ◽

10.1108/jmd-04-2020-0124 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Gedif Tessema Sinshaw ◽

Atul Shiva ◽

Manjit Singh

Keyword(s):

Ethical Leadership ◽

Structural Equation ◽

Banking Sector ◽

Organizational Capabilities ◽

Equation Modeling ◽

Mediation Model ◽

Knowledge Process ◽

Content Type ◽

Mediating Role

PurposeThis paper aims to examine the mediating role of knowledge process capability (KPC) between ethical leadership (EL) and administrative innovation (AI) in the banking sector of Ethiopia.Design/methodology/approachThe study was conducted by a standardized questionnaire survey to collect the data from 266 employees of Commercial Bank of Ethiopia in 93 branches. The study employed structural equation modeling approach with Analyzing Moment of Structures 23.0 to test the hypothesized mediation model.FindingsThe results of this investigation disclose that EL has a significant and direct effect on AI and KPC. KPC also influences AI significantly.Originality/valueThe study revealed that KPC plays a partial mediating role in linking EL to AI, which is a new contribution to the existing literature of EL. This dimension can provide new dimensions to design organizational leadership which is based on sustainability paradigm. This can strengthen the organizational capabilities aiming to increasing innovative behaviors in order to have a deep-seated strategy.

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Analyzing the Relationship between Personnel's Education and Psychological Competence on Quality of Service: The Mediation Role of Organization Commitment in Ministry of the Interior

Modern Applied Science ◽

10.5539/mas.v10n3p117 ◽

2016 ◽

Vol 10 (3) ◽

pp. 117

Author(s):

Omid Ahmadi ◽

Abdolali Keshtegar ◽

Mohammad Ghasemi

Keyword(s):

Quality Of Service ◽

Organizational Commitment ◽

Structural Equation ◽

Statistical Population ◽

Alpha Level ◽

Psychological Competence ◽

Correlational Method ◽

The Relationship

The goal of the present paper is to analyze the effect of personnel's education and psychological competence on quality of service. The mediation role of organizational competence in Ministry of the Interior is of descriptive-correlational method. To do that, the standard questionnaire psychological competence by Spriters (1995), personnel education and quality of service by Deher (2015) and organizational commitment by Alen and Mier (1990) were used. The statistical population of the research includes all personnel of Ministry of the Interior which are 1600 subjects. Based on Cochran's formula, 3100 subjects were selected randomly. In order to analyze data the Pearson's correlation test and structural equation of data analysis were used by SPSS and AMOS software. The findings of the research indicate that personnel's education has a positive effect on organizational competence and quality of service (with Alpha level of 0.05). Moreover, the psychological competence is positively affect the quality of service (with Alpha level of 0.05) and organizational commitment affect the quality of service. Finally, it was revealed that the personnel training through organizational commitment affect the quality of service. But, psychological competence does not affect the quality of service through organizational commitment. Moreover, psychological competence does not affect the organizational commitment. The significance levelof the model turned out to be more than the first type error (0.05). This shows that the significant adaption of the estimated model with the present research model. Furthermore, the AGFI and GFI indicators are more than the estimated value (0.9). These indicators show that the model has a capability in estimating the ratio of each factor.

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