The Mediating Effect of Horizontal Communication Structure in the Correlations Between Social Welfare Organizations’ Organizational Culture Type and Organizational Commitment

2019 ◽  
Vol 10 (2) ◽  
pp. 971-986
Author(s):  
Jieun Chun
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Social Welfare ◽  
Mediating Effect ◽  
Communication Structure

scholarly journals The link between talent management, organizational commitment and turnover intention: A moderated mediation model

2021 ◽  
pp. 2011-2020
Author(s):  
Khairieh Abu Dayeh ◽  
Panteha Farmanesh
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Talent Management ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Employee Outcomes ◽  
Moderated Mediation Model

It has been suggested that talent management (TM) has a direct and significant relationship with a number of employee outcomes. This is while the number of studies examining the process of TM leading to these outcomes are limited. Therefore, the main purpose of this study is to present a new model for analyzing processes of TM and its linkage with several employee and organizational outcomes that are organizational commitment and turnover intentions. Additionally, the present paper involves a mediating factor (P-O fit) alongside a moderating variable that is, Organizational Culture. A sample of 510 employees were selected from different banks located in Amman, Jordan. Mediation and moderation models were tested through structural equation modeling (SEM). The findings, being in consensus with previous studies, showed that TM has a linkage with both TI and Organizational Commitment. Mediating effect of P-O fit was shown with both aforementioned variables. In addition, the moderation effect of organizational culture on the relationship between TM and TI was found. The study contributes to the literature of the topic by providing a fit model to explain the linkage of TM and a number of organizational and employee outcomes. Bank managers can benefit by being aware and implying TM practices within their firms to further develop company advancements and attending to their employees based on new HRM trends.

scholarly journals The Effect of Transformational Leadership and Organizational Culture on Organizational Commitment in Mediating Organizational Cynicism

2021 ◽  
Vol 7 (2) ◽  
pp. 1-32
Author(s):  
Prayudha Bangun Wicaksono Wicaksono ◽  
Muafi Muafi
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Mediating Effect ◽  
Significant Positive Effect ◽  
Managerial Implication ◽  
Significant Negative Effect ◽  
Organizational Cynicism ◽  
Negative Effect ◽  
Positive Effect

This study discusses and analyzes the effect of transformational leadership and organizational culture on organizational commitment mediated by organizational cynicism on employees at the Shirvano Consulting Yogyakarta company. The population and sample in this study are 31 respondents who are startup employees at Shirvano Consulting. This research uses quantitative methods by distributing questionnaires to respondents. The analytical test tool used in this study is SmartPLS v.3.0 with SEM analysis method. The results of data analysis in this study are: (1) Transformational leadership has a significant negative effect on organizational cynicism; (2) Organizational culture has no significant negative effect on organizational cynicism; (3) Organizational cynicism has a significant negative effect on organizational commitment; (4) Transformational leadership has no significant positive effect on organizational commitment; (5) Organizational culture has no significant positive effect on organizational commitment; (6) Transformational leadership has no significant positive effect on organizational commitment mediated by organizational cynicism; and (7) Organizational culture has a significant positive effect on organizational commitment mediated by organizational cynicism. Three hypotheses are accepted, while the other four hypotheses are rejected. The implication of the theory is to contribute to increase organizational commitment by considering aspects of transformational leadership and organizational culture by the mediating effect of organizational cynicism. The managerial implication is that companies or organizations can implement strategies and policies related to these four aspects.

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