The Moderated Mediation Effect of Self Efficacy among Job Autonomy, Job Satisfaction, and Organizational Commitment

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.

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A Study on the Relations between Dean’s Transformational Leadership and Job Satisfaction in the Chinese Universities: Focused on a Mediation Effect of Professors' Organizational Commitment and Organizational Trust

Korean Association For Learner-Centered Curriculum And Instruction ◽

10.22251/jlcci.2021.21.2.233 ◽

2020 ◽

Vol 21 (2) ◽

pp. 233-255

Author(s):

Xing Liu ◽

Pyeong-su Yu

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Commitment ◽

Organizational Trust ◽

Mediation Effect ◽

Chinese Universities

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Impact of BYOD on organizational commitment: an empirical investigation

Information Technology and People ◽

10.1108/itp-11-2017-0378 ◽

2019 ◽

Vol 32 (2) ◽

pp. 246-268 ◽

Cited By ~ 12

Author(s):

Melina Seedoyal Doargajudhur ◽

Peter Dell

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Job Performance ◽

Job Demands ◽

Well Being ◽

Job Resources ◽

Job Autonomy ◽

Self Assessment ◽

Content Type ◽

Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

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