scholarly journals Exploring Occupational And Strategic Drivers Of Individual Customer Orientation

2011 ◽  
Vol 9 (5) ◽  
pp. 55 ◽  
Author(s):  
Turkan Dursun ◽  
Ceyhan Kilic
Keyword(s):  
Organizational Commitment ◽  
Market Orientation ◽  
Role Ambiguity ◽  
Customer Orientation ◽  
Job Involvement ◽  
Individual Performance ◽  
Performance Outcomes ◽  
Relationship Development ◽  
Equation Modeling ◽  
Study Results

The aim of this study is to investigate occupational and strategic drivers and performance consequences of individual customer orientation in the marketing/selling context via a conceptual framework. The occupational drivers are job involvement, role ambiguity/conflict, job satisfaction, and organizational commitment and the strategic driver is market orientation. The performance outcomes are relationship development and individual performance. The proposed model was tested over a random sample of 2000 marketers from a broad spectrum of businesses. The final sample consisted of 189 usable responses. A structural equation modeling analysis was used for model specification and hypothesis testing. According to the study results, there is a positive and significant relationship between market orientation and customer orientation. Also, organizational commitment and role conflict impact customer orientation significantly and positively. The effects of role ambiguity and job involvement on customer orientation are negative and significant. The study results also revealed that higher levels of customer orientation lead to higher levels of relationship development and individual performance. Managerial implications and future research avenues were also discussed.

scholarly journals Antecedents and Consequences of Individual Performance: Analysis of Turnover Intention Model (Empirical Study of Public Accountants in Indonesia)

2014 ◽  
Vol 6 (3) ◽  
pp. 169-180 ◽  
Author(s):  
Hendra Raza ◽  
Erlina . ◽  
Prihatin Lumban Raja .
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Individual Performance ◽  
Equation Modeling ◽  
Organizational Committment ◽  
Antecedents And Consequences ◽  
New Variables

This study aims to examine empirically the antecedents of individual performance on its consequences of turnover intention in public accounting firms. There are eight variables measured which consists of auditors’ empowerment, innovation, professionalism, role ambiguity, role conflict, organizational commitment, individual performance and turnover intention. Data analysis is based on 163 public accountant using the Structural Equation Modeling assisted with an application of the Analysis Moment Structure (AMOS). The findings have revealed that the model is acceptable and successfully proves on a significant influence of the auditors’ innovation on the role ambiguity, professionalism on the role ambiguity, empowerment on the role conflict, innovation on the role conflict, professionalism on the role conflict, role conflict on the organizational commitment, role ambiguity on the auditors’ performance, organizational commitment on the auditors’ performance, auditors’ empowerment on the turnover intention, innovation on the turnover intention, professionalism on the turnover intention, organizational committment on the turnover intention, auditors’ performance on turnover intention. The new variables of auditors’ empowerment and innovation in the model as well as the direct influence of performance on turnover intention are successfully proven.

The Mediating Effect of Role Stressors on Market Orientation and Organizational Commitment

2010 ◽  
Vol 38 (10) ◽  
pp. 1431-1440 ◽  
Author(s):  
Wei-Lung Chang ◽  
Long-Chuan Lu ◽  
Hung-Jen Su ◽  
Tai An Lin ◽  
Kuang-Yu Chang
Keyword(s):  
Organizational Commitment ◽  
Market Orientation ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Customer Orientation ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Convenience Sample ◽  
Role Stressors

Market orientation, role stressors, and organizational commitment were investigated using a convenience sample of 386 employees of Taiwanese airlines. A questionnaire and structural equation model were used to confirm the hypotheses and provide evidence of reliability and validity is provided. The test results revealed the influence of customer orientation, competitor orientation, and interfunctional coordination on role ambiguity and role conflict along with organizational commitment. Role ambiguity and role conflict were found to have negative relationships with organizational commitment and be negative mediators between customer orientation and organizational commitment. These findings give a new perspective on organizational commitment, and provide airline companies with insights into ways to decrease the role stressors of airline employees and increase their market orientation.

Role of market orientation in sustainable performance

Humanomics ◽  
2016 ◽  
Vol 32 (3) ◽  
pp. 352-375 ◽  
Author(s):  
Soheil Kazemian ◽  
Rashidah Abdul Rahman ◽  
Zuraidah Mohd Sanusi ◽  
Abideen A. Adewale
Keyword(s):  
Market Orientation ◽  
Structural Equation ◽  
Customer Orientation ◽  
Partial Least Square ◽  
Least Square ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Competitor Orientation

Purpose Without prejudice to the efficacy of other poverty alleviation mechanisms, micro-financing arguably enjoys relative prominence. However, notwithstanding the remarkable loan repayment rate that the microfinance firms report, they still face the challenge of sustainability. The paper aims to provide insights into how three dimensions of market orientation, namely, customer orientation, competitor orientation and inter-function coordination, affect the two aspects of the sustainability of microfinance institutions (MFIs; management and financial). Design/methodology/approach To achieve this goal, this study focuses on Amanah Ikhtiar Malaysia (AIM), a leading microfinance provider which is also the largest MFI in South East Asia. Data elicited via a survey questionnaire administered on 190 management staff of AIM across Malaysia are subjected to statistical analysis via the partial least square-structural equation modeling using SmartPLS 2.0. Findings The results provide empirical evidences that indicate that management sustainability is significantly influenced by customer orientation and inter-function coordination. However, only customer orientation affects the financial sustainability of AIM. Nevertheless, competitor orientation has non-significant effects on both aspects of sustainability of AIM. Research limitations/implications The result of the paper contributes to the literature in understanding the long-term sustainable financial and social performance-based market orientation. Originality/value Findings are useful for policy makers, management of MFIs, practitioners and academics to enhance microfinance system. Managerial implications, limitation of the study and suggestions for future research are also included.

Determinants of quality and efficiency performance in service operations

2016 ◽  
Vol 36 (3) ◽  
pp. 265-285 ◽  
Author(s):  
Jayanth Jayaram ◽  
Kefeng Xu
Keyword(s):  
Knowledge Management ◽  
System Performance ◽  
Structural Equation ◽  
Customer Orientation ◽  
Service System ◽  
Performance Outcomes ◽  
Equation Modeling ◽  
Service Firms ◽  
Content Type ◽  
Internal Knowledge

Purpose – Using arguments from the knowledge-based view and resource-based view of the firm, the purpose of this paper is to propose that external knowledge (as measured by a firm’s customer orientation) and internal knowledge management (through human capital development techniques of job-related training and enhancing employee capability) together contribute to successful service delivery systems. Design/methodology/approach – The hypothesized model is tested on a large sample of 249 Chinese service firms using structural equation modeling and hierarchical regression analyses. Findings – The results indicate that the knowledge management factors of customer orientation, employee capability and job-related training had a varying influence on quality and efficiency dimensions of service system performance. Also, internal knowledge facets of employee capability and job-related training had complementary effects in inducing improved performance on both quality and efficiency. Research limitations/implications – The focus on the key enablers of customer orientation, employee capability and job-related training does not represent a comprehensive set of enablers of service system performance outcomes. Also, a longitudinal examination of capabilities that influence service system performance can also be explored. Originality/value – The context of service firms in multiple sectors serves as an important contribution to the emerging literature that bridges human resource management and customer orientation in service settings. Implications of the results for practice and theory development are discussed.

scholarly journals THE INFLUENCE OF MARKET ORIENTATION ON BUSINESS PERFORMANCE OF MICRO SMALL ENTERPRISES OF TEMPE

2020 ◽  
Vol 11 (2) ◽  
pp. 81
Author(s):  
Agista Rosiana
Keyword(s):  
Market Orientation ◽  
Significant Influence ◽  
Structural Equation ◽  
Business Performance ◽  
Customer Orientation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Test Results ◽  
Competitor Orientation

Market orientation is one of the business culture that produces the best performance through commitment to the customer. The aim of study is to analyze the factors that affect market orientation in operate a business to improve business performance on MSEs in the city of Bogor. The research was conducted on micro small business of tempe in Bogor City. The number of respondents in the research as much as thirty respondents with the determination of respondents by purposive sampling. Data analysis using Structural Equation Modeling (SEM) analysis with smart partial least squares (smart PLS) approach. The results of this study indicated customer orientation variables significantly affect business performance with the results of T tests 2.996> 1.96, competitor orientation variables significantly affect business performance with the test results T 2.544> 1.96, and variables interfunctional coordination was not significantly affect business performance with test results T 1.687 <1.96. Thus, customer orientation and competitor orientation have significant influence to business performance, while inter-functional coordination factor  not give significant influence to business performance.Keywords : Market Orientation, Partial Least Square

scholarly journals Role of Organizational Climate in Job Involvement: A Way to Develop the Organizational Commitment of Nursing Staff

2018 ◽  
Vol 23 ◽  
pp. 2515690X1879072
Author(s):  
Rohollah Kalhor ◽  
Omid Khosravizadeh ◽  
Saeideh Moosavi ◽  
Mohammad Heidari ◽  
Hasan Habibi
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Job Involvement ◽  
Teaching Hospitals ◽  
Equation Modeling ◽  
Chi Square ◽  
Confirmatory Factor ◽  
Fit Index

Employees are the most valuable assets of an organization; therefore, it is very important to understand their behavior. In this regard, the present study was carried out in order to examine the effect of organizational climate on job involvement among nurses working in the teaching hospitals of Qazvin Province, Iran. The present descriptive analytical study was done in 2017. To randomly select a specific proportion of nurses from each of Qazvin teaching hospitals, stratified sampling was used. In total, 340 nurses were selected. Data were collected using 3 questionnaires: Halpin and Kraft Organizational Climate Questionnaire, Job Involvement Questionnaire (Kanungo), and Allen and Myer Organizational Commitment Questionnaire. For data analysis, confirmatory factor analysis and structural equation modeling were used applying AMOS-24 software. The results of path analysis showed the effect of organizational climate on the nurses’ job involvement. Moreover, organizational climate influenced organizational commitment through the mediation of job involvement. According to values obtained for degree of freedom based on chi-square, goodness-of-fit index, root mean square error of approximation, and comparative fit index were in the defined range; therefore, the validity of the conceptual model was approved. Based on the results of the present study, managers of health organizations can achieve their goals by understanding the organizational climate of the hospitals and its effect on the employees’ job involvement and discovering strategies needed for organizational commitment improvement.

Role Ambiguity in Voluntary Sport Organizations

2009 ◽  
Vol 23 (5) ◽  
pp. 615-643 ◽  
Author(s):  
Jesse Sakires ◽  
Alison Doherty ◽  
Katie Misener
Keyword(s):  
Organizational Commitment ◽  
Role Ambiguity ◽  
Three Dimensional ◽  
Performance Outcomes ◽  
Role Clarity ◽  
Sport Organizations ◽  
Organizational Setting ◽  
Three Dimensional Model ◽  
Online Questionnaire ◽  
And Performance

This study examined perceptions and correlates of role ambiguity among sport administrators in voluntary sport organizations. Building on the seminal work of Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964), a multidimensional measure of role ambiguity in the organizational setting was developed for this purpose. The sample consisted of 79 paid staff and 143 volunteer board members from provincial voluntary sport organizations. Respondents completed an online questionnaire that included items pertaining to role ambiguity, job satisfaction, organizational commitment, effort, and demographic variables including age, gender, position, organization tenure, and position tenure. Preliminary support was found for a three-dimensional model of role ambiguity consisting of scope of responsibilities ambiguity, mean-sends knowledge ambiguity, and performance outcomes ambiguity. Role ambiguity was negatively associated with age, job tenure, and organization tenure, with more years of experience reflecting greater role clarity. Greater role ambiguity was also associated with lower levels of satisfaction, organizational commitment, and effort. In addition, ambiguity pertaining to scope of responsibilities was the primary predictor of both satisfaction and organizational commitment, while performance outcomes ambiguity and means-ends knowledge ambiguity significantly predicted effort. Implications for the management of role ambiguity in voluntary sport organizations, and the merits of a multidimensional approach to understanding this phenomenon, are discussed.

scholarly journals ANTESEDEN DAN KONSEKUENSI KARIR PLATEAU

2015 ◽  
Vol 15 (1) ◽  
pp. 42
Author(s):  
Siti Djamilah ◽  
Dijah Julindrastuti ◽  
Djojo Diharjo
Keyword(s):  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Job Involvement ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Tenure ◽  
Affective Organizational Commitment ◽  
Validity And Reliability ◽  
Career Plateau

ABSTRACTThis study examined the antecedents and consequence of career plateau. Antecedents of career plateau are job tenure, age, job involvement and supervisor’s support. The consequence of career plateau is organizational commitment. Organizational commitment has three dimensions, namely affective organizational commitment, continuance organizational commitment and normative organizational commitment. This study examined the employees of the company/institution in Surabaya, Sidoarjo, Gresik and Mojokerto. The questionnaire was distributed to 110 respondents. Respondents who return the questionnaire were 107 respondents. The next step, the researchers tested the validity and reliability of the variables consisting of affective organizational commitment, continuance organizational commitment, normative organizational commitment, career plateau, job involvement and supervisor’s support. All the variables have good reliability and validity. Structural equation modeling (SEM) was used to examine the antecedents and consequence of career plateau. The results of SEM using Amos shows that the effect of job involvement and supervisor’s support on career plateau accepted. In addition, the influence of career plateau on organizational commitment are also accepted. Unfortunately, the effects of job tenure and age on the career plateau rejected. ABSTRAKSIPenelitian ini menguji hubungan anteseden serta konsekuensi dan karir plateau. Anteseden dari karir plateau terdiri dari lama bekerja, umur, keterlibatan dalam bekerja serta dukungan penyelia. Konsekuensi dari karir plateau adalah komitmen organisasi. Komitmen organisasi ini memiliki tiga dimensi, yaitu komitmen organisasi afektif, komitmen organisasi kontinyu, serta komitmen organisasi normatif. Penelitian ini menggunakan karyawan di Surabaya, Sidoarjo, serta Mojokerto sebagai sampel penelitian. Kuisioner disampaikan kepada 110 responden dan yang kembali serta terisi sebanyak 107 kuisioner. Langkah selanjutnya peneliti melakukan uji validitas dan reliabilitas atas variabel-variabel. Hasilnya adalah semua variabel valid dan reliabel. Uji statistik menggunakan structural equation modeling (SEM). Hasil uji ini menunjukkan bahwa keterlibatan dalam bekerja serta dukungan atasan mempengaruhi karie plateau. Selanjutnya karir plateau berpengaruh terhadap komitmen organisasi. Namun lama masa kerja serta umur tidak berpengaruh terhadap karir plateau

Fostering a healthcare sector quality and safety culture

2018 ◽  
Vol 31 (7) ◽  
pp. 796-809 ◽  
Author(s):  
Ricardo Santa ◽  
Silvio Borrero ◽  
Mario Ferrer ◽  
Daniela Gherissi
Keyword(s):  
Safety Culture ◽  
Service Providers ◽  
National Level ◽  
Individual Performance ◽  
Healthcare Sector ◽  
Equation Modeling ◽  
Quality And Safety ◽  
Open Communication ◽  
Content Type ◽  
Study Results

Purpose Quality issues, increasing patient expectations and unsatisfactory media reports are driving patient safety concerns. Developing a quality and safety culture (QSC) is, therefore, crucial for patient and staff welfare, and should be a priority for service providers and policy makers. The purpose of this paper is to identify the most important QSC drivers, and thus propose appropriate operational actions for Saudi Arabian hospital managers and for managers in healthcare institutions worldwide. Design/methodology/approach Quantitative data from 417 questionnaires were analyzed using structural equation modeling. Respondents were selected from various hospitals and managerial positions at a national level. Findings Findings suggest that error feedback (FAE) and communication quality (QC) have a strong role fostering or enhancing QSC. Findings also show that fearing potential punitive responses to mistakes made on the job, hospital staff are reluctant to report errors. Practical implications To achieve a healthcare QSC, managers need to implement preemptive or corrective actions aimed at ensuring prompt and relevant feedback about errors, ensure clear and open communication and focus on continuously improving systems and processes rather than on failures related to individual performance. Originality/value This paper adds value to national healthcare, as Saudi study results are probably generalizable to other healthcare systems throughout the world.

An investigation of the antecedents of turnover intentions and job hopping behavior

2017 ◽  
Vol 6 (2) ◽  
pp. 161-176 ◽  
Author(s):  
Sharjeel Saleem ◽  
Beenish Qamar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Involvement ◽  
Faculty Members ◽  
Equation Modeling ◽  
Content Type ◽  
Alternative Employment ◽  
The Impact

Purpose It is believed that dissatisfied employees are more likely to leave, but research shows that satisfied employees also do not necessarily stay. It is important to understand why employees leave. Therefore, the purpose of this paper is to investigate empirically the antecedents of turnover intention and job hopping, simultaneously, in Pakistani universities. It investigates the impact of perceived alternative employment, job satisfaction and job involvement on turnover intention and job hopping behavior, with organizational commitment as a mediator. Design/methodology/approach The variables were measured through established questionnaires and the results were analyzed through structural equation modeling on a sample of 250 faculty members from both public and private universities. Findings Results revealed that faculty members do not intend to leave or hop jobs if they are satisfied with their jobs and this relationship is mediated by organizational commitment. Perceived alternative employment also showed a positive relationship with employees’ intentions to quit; while faculty members would job hop, if not satisfied, despite lacking substantial alternative employment opportunities. Practical implications Research reveals that employee retention, even in developing countries, is not just about money. Rather, the satisfaction that a person gets from his/her job or the environment in which the employee works serves as a significant antecedent of employee retention. Thus, accordingly some well-planned perks and rewards can serve as a source of extrinsic as well as intrinsic motivators. Originality/value This study has investigated the impact of job satisfaction, job involvement, perceived alternative employment, organizational commitment, turnover intention and job hopping along with the dimensions of job satisfaction and organizational commitment in a simultaneous manner through structural equation modeling. It will correspondingly add worth to the discussion in the literature about reasons of employee turnover and job hopping behavior within the specific context of Pakistani universities because there are no official statistics available regarding the number of faculty members leaving or job hopping among various universities. In addition, not much work has been done in this regard, therefore, it shall also provide the basis for future research studies.

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