Does Pay Satisfaction Increase Individual Creativity?: The Mediating Effect of Organizational Commitment

2021 ◽  
Vol 17 (1) ◽  
pp. 609-630
Author(s):  
Hyun-Jin Kim ◽  
Hyun-Do Seol
Keyword(s):  
Organizational Commitment ◽  
Mediating Effect ◽  
Pay Satisfaction

Chinese Employees' Work Values and Turnover Intentions in Multinational Companies: The Mediating Effect of Pay Satisfaction

2010 ◽  
Vol 38 (7) ◽  
pp. 871-894 ◽  
Author(s):  
Christina Yu-Ping Wang ◽  
Mei-Huei Chen ◽  
Bill Hyde ◽  
Lillian Hsieh
Keyword(s):  
Organizational Commitment ◽  
Multinational Corporations ◽  
Turnover Intention ◽  
Work Values ◽  
Turnover Intentions ◽  
Semiconductor Industry ◽  
Multinational Companies ◽  
Mediating Effect ◽  
Pay Satisfaction ◽  
Republic Of China

In this study the aim was to ascertain the effects of work values on pay satisfaction, organizational commitment, and turnover intention in a Chinese context. Pay satisfaction and work values were employed as determinants of organizational commitment and turnover intention. The mediating effect of pay satisfaction on work values and turnover intention was also examined. A total of 260 questionnaires were distributed to employees of selected multinational corporations in the semiconductor industry in Shanghai, in the People's Republic of China. The results indicated that pay satisfaction led to greater organizational commitment and lower turnover intention. Participants also indicated that their work values significantly affect normative commitment and turnover intention through pay satisfaction.

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.

Effect of leadership styles on organizational commitment and performance in small- and medium-sized enterprises in Iraqi Kurdistan

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Karwan Hamasalih Qadir ◽  
Mehmet Yeşiltaş
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Leadership Styles ◽  
Chief Executive Officers ◽  
Chief Executive ◽  
Mediating Effect ◽  
Positive Effects ◽  
Iraqi Kurdistan ◽  
And Performance ◽  
Executive Officers

Since 2003 the number of small- and medium-sized enterprises (SMEs) has increased exponentially in Iraqi Kurdistan. To facilitate further growth the owners and chief executive officers of these enterprises have sought to improve their leadership skills. This study examined the effect of transactional and transformational leadership styles on organizational commitment and performance in Iraqi Kurdistan SMEs, and the mediating effect of organizational commitment in these relationships. We distributed 530 questionnaires and collected 400 valid responses (75% response rate) from 115 SME owners/chief executive officers and 285 employees. The results demonstrate there were positive effects of both types of leadership style on organizational performance. Further, the significant mediating effect of organizational commitment in both relationships shows the importance of this variable for leader effectiveness among entrepreneurs in Iraqi Kurdistan, and foreign entrepreneurs engaging in new businesses in the region.

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