Training and Development and Organizational Performance: The Moderating Effect of Organizational Commitment

2017 ◽  
Author(s):  
Peter Butali ◽  
◽  
David Njoroge ◽  
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Training And Development ◽  
Moderating Effect

scholarly journals Training & Development, Organizational Commitment and Turnover Intentions in SMEs

Market Forces ◽  
2020 ◽  
Vol 15 (2) ◽  
pp. 24
Author(s):  
Veena Tewari Nandi Nandi ◽  
Shehla Khan ◽  
Muhammad Azeem Qureshi ◽  
Saqib Ghias
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Turnover Intentions ◽  
Training And Development ◽  
Moderating Effect ◽  
Motivation To Learn ◽  
Mediating Role ◽  
Managerial Support ◽  
Training Development

Training and development is an important tool for motivating employees and increasing organizational performance. Therefore, we have developed a new model in which we have empirically tested four direct relationships, three mediating relationships, and one moderating effect. We have collected the data from selected SMEs in Karachi. A total of 410 questionnaires were distributed, and 385 valid responses were available. The instrument was adapted from earlier studies. We have used Smart PLS for data analysis. Of the four direct hypotheses, we found support for two of them. Similarly, we only found support for one indirect hypothesis and no support for the moderating relationship. The study found that antecedents “availability of training and managerial support for training” stimulate organizational commitment. However, we did not find any support for the “association between motivation to learn and organizational commitment” in Karachi SMEs. In contrast to earlier literature, we found that “organizational commitment stimulates turnover intentions.” Organizational commitment mediates (1) availability of training and turnover intentions, and (2) managerial support and turnover intentions. However, the study did not support organizational commitment’s mediating role on motivation to learn and turnover intentions. Similarly, constituent attachment did not have a moderating effect in our study.

The Relationships between Balanced Scorecard, Intellectual Capital, Organizational Commitment and Organizational Performance: Verifying a ‘Mediated Moderation’ Model

2012 ◽  
Vol 1 (3) ◽  
pp. 140 ◽  
Author(s):  
Yu-Je Lee ◽  
Ching-Lin Huang
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Intellectual Capital ◽  
Balanced Scorecard ◽  
Capital Accumulation ◽  
Goodness Of Fit ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Mediated Moderation

This study aims to verify the relationships between the Balanced Scorecard (BSC) implementation, accumulation of intellectual capital, organizational commitment, and organizational performance implemented in Taiwan-listed LED manufacturers by the research model of Mediated Moderation, which verifies the moderating effect before the mediating effect. This study surveyed entry-level employees and those working in section-chief or higher-level positions at Taiwan-listed LED manufacturers’ production, marketing, human recourse, research and development (R&D) and finance departments. Samples were selected from the population by simple random sampling. Structural Equation Modeling (SEM) was adopted to verify the goodness-of-fit effects of the overall model, structural model, and measurement model, with the models’ path effects (of the mediator-moderator variable) tested by way of the General Path Analytic Approach (GPAA) and Control Non-Linear Regression (CNLR). The results indicated that the BSC implementation, intellectual-capital accumulation and organizational commitment exert a significant interaction effect on Taiwan-listed LED manufacturers’ organizational performance. Hence, organizational commitment has the moderating effect (only among first-order constructs); intellectual-capital accumulation has no more than a mediating effect and remains un-moderated (among second-order constructs). However, the indirect effect of intellectual capital proved moderated, with the direct effect un-moderated and the total effect moderated.

scholarly journals Assessment of Human Resource Management Model in Islamic Banking of Pakistan With Moderating Role of Islamic Principles

2019 ◽  
Vol 5 (1) ◽  
pp. 23-32
Author(s):  
Danish Iqbal Godil ◽  
Muhammad Umer Quddoos ◽  
Liaquat Ali
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Human Resource ◽  
Sampling Technique ◽  
Training And Development ◽  
Moderating Effect ◽  
Islamic Banks ◽  
Appraisal System ◽  
Performance Appraisal System

The objective of the study is to analyze the role of human resource practices on organizational performance with the moderating effect of Islamic principle application in the Islamic banks of Pakistan. Responses from 242 employees of Islamic banks located in Karachi, Pakistan, were collected using convenience sampling technique while PLS-SEM has been employed for data analysis using Smart PLS version 3.2.8. Results showed that employee involvement, performance appraisal system, and selection and recruitment have significant positive relationship with organizational performance; whereby, compensation, and training and development have no relationship with organizational performance. Furthermore, compensation. Training & development, selection and recruitment has improved whereas performance appraisal system has reduced its relationship with organizational performance due to the moderating effect of application of Islamic principles. Employee’s involvement may have reduced ,i.e., it showed insignificant impact on organizational performance due to the moderating effect of Islamic principles’ application. We suggest the managers of islamic banks to provide greater focus on the training and development side of the organization. This is so because, when a company provides relevant training to the employees, only then they would be able to perform their job in a proper way and as per the expectations of the management. Application of Islamic principles need to be coupled with providing monetary benefits as it motivates them to perform more actively and accurately.``

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.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

The Effect of the Organizational Culture Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment

2019 ◽  
Vol 118 (2) ◽  
pp. 43-50
Author(s):  
Jae-Won Choi ◽  
Keo-Young Song ◽  
Seok-Kee Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Active Population ◽  
Corporate Organization ◽  
Wage Earners ◽  
Socioeconomic Problems

Background/Objectives: According to the National Statistical Office's August 2018 「Survey of the economically active population and additional surveys by type of work」, the proportion of irregular workers among all wage earners stands at 32.9 percent. As such, irregular workers play a certain role in various sectors of the corporate organization, but they are a source of conflict within the organization due to treatment inequality and discrimination. Such conflicts within corporate organizations are further cited as causing socioeconomic problems. In this study, we intend to identify the types of organizational culture that affect the job satisfaction and organizational commitment of irregular workers to help establish a desirable organizational culture, mitigate negative conflicts within the organization and improve organizational performance.

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