scholarly journals A Study on the Impact of Organizational Commitment on Workers’ Turnover Intention and Organizational Performance: Based on Analysis of Welfare Organizations in Busan, Korea

2016 ◽  
Vol 11 (4) ◽  
pp. 215-225
Author(s):  
Jong-Soo Seo
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Turnover Intention ◽  
The Impact

Mediating Effect of Organizational Commitment Between Islamic Human Resource Practices and Organizational Performance Among Islamic Banks of Bangladesh

2018 ◽  
Vol 15 (2) ◽  
pp. 54-65
Author(s):  
Bablu Kumar Dhar ◽  
Rosnia Masruki ◽  
Mahazan Mutalib ◽  
Hatem Mohammed Rahouma ◽  
Farid A. Sobhani ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Stock Exchange ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Islamic Banks ◽  
Hr Practices ◽  
The Impact

This paper aims at exploring the impact of Islamic human resource (HR) practices on organizational performance though organizational commitment. Data were collected from randomly selected 170 branch managers of six Islamic Banks listed on Dhaka Stock Exchange of Bangladesh. After collecting data, descriptive analysis and structural equation model were done to examine reliability and validity of the model. By analysis, the study finds that Islamic HR practices have more significant impact on organizational performance though organizational commitment rather than the direct effect of Islamic HR practices to organizational performance. The findings of the study advocate that Islamic banks should emphasize more on Islamic HR practices and organizational commitment to uphold their organizational performance.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals Employee Turnover Intention of SMEs: A Case Study in China

2019 ◽  
Vol 2 (2) ◽  
pp. 41-48
Author(s):  
Yixuan Yao ◽  
Hongjun Zeng
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Small And Medium Enterprises ◽  
Employee Turnover Intention ◽  
Job Opportunities ◽  
Confirmatory Factor ◽  
Medium Enterprises ◽  
Internal And External Factors ◽  
The Impact ◽  
Salary Distribution

Through the empirical analysis and test of 2106 valid questionnaires of employees of small and medium enterprises(SMEs) in China, the article presents the influence mechanism of the sense of fairness of salary distribution on employees' turnover intention based on the cross angle of internal and external factors. The theory of organizational commitment and perception of external job opportunities was introduced and applied AMOS 22.0 to conduct confirmatory factor analysis on the scale. Then applies SPSS 23.0 to establish a hierarchical linear regression model to analyze the impact of the fairness of salary distribution on turnover intention and analyze organizational commitment and the mediating and regulating role of external job opportunities. The results indicate that the sense of fairness in salary distribution and organizational commitment can effectively reduce employees' turnover intention, and employees' perceived external job opportunities moderate this inhibition.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

scholarly journals Effect of Employee Participation on Organizational Performance with Organizational Commitment as a Moderator

2018 ◽  
Vol 6 (06) ◽  
Author(s):  
Peter Butali ◽  
David Njoroge
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Survey Research ◽  
Affective Commitment ◽  
Employee Participation ◽  
Continuance Commitment ◽  
Study Population ◽  
Descriptive Survey ◽  
The Impact ◽  
The Relationship

The purpose of this study was to find out the impact of employee participation on organizational performance and to find out the moderating effect of organizational commitment on the relationship between employee participation and organizational performance. The study population comprised of 5866 employees of three state corporations namely Mumias Sugar Company, Kenya Power and KenGen. The study adopted descriptive survey research design. The findings of the study were that employee participation had a significant effect on organizational performance. The study further showed that affective commitment, continuance commitment and normative commitment moderated the relationship between employee participation and organizational performance.

scholarly journals DAMPAK PERUBAHAN ORGANISASI PEMERINTAH TERHADAP KOMUNIKASI ORGANISASI

2021 ◽  
Vol 4 (2) ◽  
pp. 217
Author(s):  
Bayu Amengku Praja
Keyword(s):  
Organizational Change ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Organizational Communication ◽  
Work Activities ◽  
Research Technology ◽  
Education Change ◽  
Higher Education Change ◽  
The Impact

This study aims to see the impact of organizational change on communication organization, organizational climate, and organizational commitment on organizational perfomance within the Ministry Research Technology and Higher Education. Change of organization can have an impact on communication organization. This research uses research methods qualitative and post-positivist approaches. Respondent research as many as eleven sources consisting of eight resources persons are Kemenristekdikti employees and three sources outside of stakeholders. There is also a vision and mission from Kemenristekdikti as a reference for various work activities. As a consequence of the elaboration of this vision and mission, required planning and implementation of strategic steps a structured and measurable incorporation of Kemenristekdikti. In this case organizational communication is an aspect important in organizational change to produce a good working relationship with fellow employees. Because organizational communication can form a climate organizational communication, which will have an impact towards organizational commitment that also delivers impact on organizational performance.

scholarly journals Human Resource Management and Organizational Performance-The Mediating Role of Organizational Commitment: Empirical Evidence from the Public Sector in a Non-Western Context

2012 ◽  
Vol 13 (1) ◽  
pp. 1-18
Author(s):  
Susan Zeidan ◽  
Assaad Farah ◽  
Shadi Abouzeid
Keyword(s):  
Organizational Commitment ◽  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
United Arab Emirates ◽  
Bottom Line ◽  
Hrm Practices ◽  
The Impact

Research in the field of strategic human resource management has attracted a great deal of interest because of its likely impact on bottom line outcomes. Recent work in this area posits that organizational commitment can mediate the relationship between human resource management (HRM)practices and organizational performance. However, most of the studies conducted in this area were concentrated on samples gathered from private organizations, and mainly in western countries. In this paper, the impact of HRM on organizational performance is assessed. Furthermore, this research attempts to shed more light on the ‘black box’ between human resource practices and organizational performance by investigating the mediating function of organizational commitment in two public sector entities within the United Arab Emirates (UAE). The mediating factor was tested through regression of the data collected from a sample of 371 workers who are employed within the two aforementioned public sector entities. The main findings are in line with the outcomes of earlier HRM-performance studies conducted in western public and private sectors, where employers can expect improved organizational performance when their employees' perceptions of the HRM practices within the organization tend to foster an increase in their organizational commitment.

scholarly journals Unstable Jobs Harm Performance: The Importance of Psychological Safety and Organizational Commitment in Employees

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402092061
Author(s):  
Byung-Jik Kim
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Job Insecurity ◽  
Psychological Safety ◽  
Mediation Model ◽  
Attitudes And Behaviors ◽  
Time Lagged ◽  
Underlying Mechanisms ◽  
The Impact ◽  
Underlying Processes

Although previous research has examined the influence of job insecurity on perceptions, attitudes, and behaviors of employees, the literature has paid insufficient attention to the impact of job insecurity on organizational performance and the underlying mechanisms of this association. Organizational performance is one of the most critical outcomes in an organization, and studies are needed to examine the influence of job insecurity on organizational performance together with its intermediating processes. Accordingly, this study investigates the intermediating mechanisms between job insecurity and perceived organizational performance with a sequential mediation model. Specifically, this article hypothesizes that levels of employees’ psychological safety and organizational commitment sequentially mediate the job insecurity–perceived organizational performance link. Using three-wave time-lagged data from 321 employees in South Korea, this study found that psychological safety and organizational commitment were sequential mediators in the link. This finding suggests that levels of psychological safety and organizational commitment in employees function as underlying processes in explaining the job insecurity–perceived organizational performance link.

Pengaruh Kepuasan Kerja, Komitmen Organisasi, Dan Kompleksitas Tugas Terhadap Turnover Intention Pada Kantor Akuntan Publik

2012 ◽  
Vol 4 (1) ◽  
pp. 45-65
Author(s):  
Kartika Ardimeranti ◽  
Rosita Suryaningsih
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Turnover Intention ◽  
Task Complexity ◽  
Pearson Correlation ◽  
Normal Probability ◽  
The Impact ◽  
And Task ◽  
Public Accountant

The purpose of this research is to determine the impact of job satisfaction, organizational commitment, and task complexity towards turnover intention in public accountant firms. The respondents of the research are junior auditors, senior auditors, supervisors, and managers in public accountant firms in Jakarta and Tangerang.  The samples were taken by non-probability sampling method by using convenience sampling. The total samples used in analysis are 130 respondents. Data analysis conducted by using multiple regressions. Data quality test in this research is validity test by using Pearson correlation, reliability test by using cronbach’s alpha, normality test using normal probability plot. Classical asumptions test in this research is multicollonierity test by using tolerance and variance inflation factor (VIF) ans heteroscedasticity test by using scatterplot.  The result of hypothesis testing showed that job satisfaction, organizational commitment, and task complexity as simultaneously have significant influence towards turnover intention. Meanwhile, only job satisfaction and organizational partially has significant influence towards turnover intention. Task complexity has no significant influence towards turnover intention. Keywords: job satisfaction, organizational commitment, task complexity, turnover intention.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

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