scholarly journals A Study of Relationship of Authentic Leadership, Job Satisfaction, Organizational Commitment and Self-efficacy

2016 ◽  
Vol 9 (26) ◽  
Author(s):  
Jang-Hum Yon ◽  
Jae-Boong Kim ◽  
Kil-Man Ko ◽  
Soon-Ho Park
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Self Efficacy ◽  
Authentic Leadership ◽  
Relationship Of

scholarly journals An Empirical Study on the Model of Self-Efficacy and Organizational Citizenship Behavior Transmitted through Employee Engagement, Organizational Commitment and Job Satisfaction in the Thai Automobile Parts Manufacturing Industry

2021 ◽  
Vol 7 (3) ◽  
pp. 170
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Manufacturing Industry ◽  
Statistical Significance ◽  
Citizenship Behavior ◽  
Parts Manufacturing

This research aims to study the direct and indirect influence of self-efficacy on organizational citizenship behavior transmitted through employee engagement, organizational commitment and job satisfaction, and to examine employee engagement, organizational commitment and job satisfaction as partial or full mediators. The study samples were 400 employees in the automobile parts manufacturing industry. The study instruments used by previous researchers were applied and back translation was conducted on all questionnaire items. Content validity and reliability was then tested prior to using them for data collection. Direct and indirect influences and mediators were analyzed with the Hayes Model 81 using the PROCESS Program. Results revealed that self-efficacy had a direct influence on organizational citizenship behavior with statistical significance, with an indirect influence transmitted through employee engagement, organizational commitment and job satisfaction. Employee engagement, organizational commitment and job satisfaction functioned as partial mediators between self-efficacy and organizational citizenship behavior with statistical significance. The model was based on the theory of self-efficacy to express organizational citizenship behavior. However, the study results showed that employee engagement, organizational commitment and job satisfaction play roles as mediators in transmission of effective organizational citizenship behavior. Therefore, these mediators are important factors that can accurately explain organizational citizenship behavior.

scholarly journals Pengaruh Pemberdayaan Karyawan, Kecerdasan Emosional, dan Kepuasan Kerja Karyawan terhadap Komitmen Organisasional pada Plan A di Perusahaan Industri Suku Cadang dan Aksesoris Kendaraan Bermotor Kota Cimahi

2021 ◽  
Vol 1 (2) ◽  
pp. 180-195
Author(s):  
Ghina Nur Amalia ◽  
Arjuna Rizaldi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Strong Relationship ◽  
Employee Empowerment ◽  
Primary Data ◽  
Manufacturing Companies ◽  
Positive Direction ◽  
Employee Job Satisfaction ◽  
Relationship Of

This study aims to determine the effect of Employee Empowerment, Emotional Intelligence, and Employee Job Satisfaction in Plan A in one of the automotive parts and accessories manufacturing companies in Cimahi City, either partially or simultaneously. Considering that in the activities of industrial companies in this study, employees are required to achieve production targets with a predetermined processing time as an effort to meet company targets in order to achieve company goals. So, it is very necessary to have employee commitment in this research company. Descriptive verification is the method that researchers use. Primary data in this study were obtaind from the results of statements (questionnaires) which were distributed directly to 174 respondents, while secondary data were obtained from employee data in this study. SPSS v.25 software is used in this study to analyze multiple linear regression and to test hypotheses. The results obtained are that there is a partially significant effect of employee empowerment on organizational commitment with a positive direction relationship of 0.523; Emotional Intelligence has a significant effect on partial organizational commitment with a positive direction relationship of 0.627; Then on employee job satisfaction as the third independent variable found the results that have a partially significant effect on organizational commitment with a positive direction relationship of 0.063; Employee Empowerment, Emotional Intelligence, and employee job satisfaction can simultaneously affect organizational commitment. In addition, there are results obtained that this research is in the category of a fairly strong relationship with a positive correlation, so it can be concludeid that if the independent variables of employe empowerment, emotional intelligence, and employee job satisfaction are high, the organizational commitment is also higher.

scholarly journals Organizational commitment of employees as a result of job satisfaction

2021 ◽  
Vol 9 (1) ◽  
pp. 16-24
Author(s):  
Đurđijana Ilić-Koderman
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Behavior ◽  
Valuable Resource ◽  
Organizational Goals ◽  
Modern Business ◽  
Business Conditions ◽  
To Come ◽  
Relationship Of

In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

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