Impact of employee and member empowerment on commitment in Korean sports organizations: A meta-analysis

2020 ◽  
Vol 48 (1) ◽  
pp. 1-15
Author(s):  
Jung-Sup Bae ◽  
Sang-Back Nam ◽  
Kwang-Yong Lee
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Effect Size ◽  
Meta Analysis ◽  
Employee Commitment ◽  
Sports Organizations ◽  
Sports Organization

Our purpose in this study was to investigate the effect of empowerment on athletes, members, and employees' organizational commitment in Korean sports organizations through a meta-analysis. We selected 21 studies in which empowerment and organizational commitment had been investigated in the context of Korean sports organizations and performed a comprehensive meta-analysis. Results showed that the effect size of empowerment on commitment in sports organization was high. We identified meaningfulness, competence, impact, and selfdetermination as subfactors of empowerment. Employee commitment was derived from affective, normative, continuance, cognitive, and behavioral commitment types. Results showed that empowerment significantly affected commitment to the sports organization. Consequently, the findings provide a useful rationale for Korean sports organizations to apply empowerment and organizational commitment to enhance their organizational performance.

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

scholarly journals LEADERSHIP IN A CONTEMPORARY SPORTS ORGANIZATION

2019 ◽  
pp. 247
Author(s):  
Dragan Životić ◽  
Radovan Ilić ◽  
Jovan Veselinović ◽  
Srećko Bačevac
Keyword(s):  
Organizational Performance ◽  
Knowledge Society ◽  
Rapid Change ◽  
Internet Economics ◽  
Digital Revolution ◽  
Social Mission ◽  
Sports Organizations ◽  
Policy And Strategy ◽  
Sports Organization ◽  
The Right

The aim of this paper is to give an overview of characteristics, factors and organizational performance of the leadership in the narrative manner. We live in a time of rapid, increasingly dramatic, far more complex and unpredictable changes, which have a significant effect on behavior, business and management in organizations. Such processes are most commonly referred to as “hyperchange”, “hypercompetition”, and “hyperturbulence”. These processes take place in the period which is referred to the terms as “digital revolution”, “information era”, “digital economics”, “internet economics”, “net economics”, “knowledge economy/knowledge society”, “postindustrial society”, “age of discontinuity”, “time of uncertainty”, “third wave”, etc. The responses to the rapid change in the environment in which sports organizations perform their business and have wider social mission, and which are increasingly discontinuous in their character, seek from managers to be transformational leaders. This implies that leaders have the capability to create a vision, mission, policy and strategy and their implementation, achieving a much greater overall value for consumers and large transformational shifts in the short term. In the environment which is more dynamic, unpredictable, or insecure, leadership change has become a more critical aspect of leadership study. Modern leadership concepts focus on the leadership that organizations and individuals need. The idea of a shared leadership, virtual, transformational and one that is based on elements of emotional intelligence, obtains the right of citizenship and becomes the dominant field of research in the field of modern corporate governance.

scholarly journals CORPORATE SOCIAL RESPONSIBILITY INFLUENCES, EMPLOYEE COMMITMENT AND ORGANIZATIONAL PERFORMANCE

2017 ◽  
Vol 5 (1(SE)) ◽  
pp. 23-27
Author(s):  
C.Eugine Franco ◽  
G. Suguna
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Employee Commitment ◽  
Sustainable Growth ◽  
Decision Makers ◽  
Global Recession ◽  
Employee Welfare ◽  
Government Rules ◽  
Corporate Social

This study analysis the multifaceted influence CSR on employee organizational commitment and organizational performance. The important matter for corporate sustainable growth especially era of global recession. Researchers are advising corporations to consider amount spent on CSR as investment than expenses. This study focused on employees perceptions towards CSR. Companies worried about high employee turnover, employee absenteeism and employee low motivation towards work and organization. These findings are very useful for decision makers and researchers. The organization can enhance their employee organizational commitment through involving themselves in social activities for instance identifying needs of the community and fulfilling them, working for better environment, involving in employee welfare, producing quality products for customers and complying with government rules and regulations and working within legal ambiance. All these activities significantly and positively influences employee commitment  with organization and improve organizational performance .This study provides important information to decision makers involved designing employee related policies for uplifting moral and motivate them to remain loyal committed with their organization and work hard for uplifting of organization.

scholarly journals IKLIM ORGANISASI, MOTIVASI KERJA, DAN KEPUASAN UPAH TERHADAP KOMITMEN ORGANISASI PADA KARYAWAN

2021 ◽  
Vol 5 (2) ◽  
pp. 453
Author(s):  
Nizarwan Hadi ◽  
Aulia Aulia ◽  
Erita Yuliasesti Diah Sari
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Work Motivation ◽  
Employee Commitment ◽  
Employee Motivation ◽  
Positive Role ◽  
Analytical Technique ◽  
Analysis Technique ◽  
Permanent Employees

Employee commitment is an important factor in improving organizational performance. There are several factors that affect employee commitment, one of which is the organizational climate.The organizational climate is an effective management device for integrating employee motivation with the tasks and objectives of the organization.The purpose of this study is to empirically examine the role of organizational climate, work motivation, and wage satisfaction on employee organizational commitment. The method used in this study is a quantitative method with a correlation approach. The participants of this study were permanent employees of company "X" with an age range of 25-50 years, having a minimum service period of two years with a total of 160 subjects. The analytical technique used to test the hypothesis is multiple regression analysis technique. The results showed that the variables of organizational climate, work motivation and wage satisfaction simultaneously played a role in organizational commitment. The effective contribution of organizational climate, work motivation and wage satisfaction simultaneously is 69.7%. While partially, each variable of organizational climate, work motivation, and wage satisfaction has a positive role with organizational commitment. Komitmen karyawan merupakan faktor penting untuk meningkatkan kinerja organisasi. Ada beberapa faktor yang memengaruhi komitmen karyawan, salah satunya adalah iklim organisasi. Iklim organisasi adalah suatu perangkat manajemen yang efektif untuk mengintegrasikan motivasi karyawan dengan tugas dan tujuan dari organisasi.  Tujuan penelitian ini adalah menguji secara empiris peran iklim organisasi, motivasi kerja, dan kepuasan upah terhadap komitmen organisasi karyawan. Metode yang digunakan dalam penelitian ini berupa metode kuantitatif dengan pendekatan korelasi. Partisipan penelitian ini adalah karyawan tetap perusahaan “X” dengan rentang usia 25-50 tahun, memiliki masa kerja minimal yaitu dua tahun dengan jumlah subjek sebanyak 160 orang. Teknik analisis yang digunakan untuk menguji hipotesis adalah teknik analisis regresi berganda. Hasil penelitian menunjukkan variabel iklim organisasi, motivasi kerja dan kepuasan upah secara simultan berperan terhadap komitmen organisasi. Sumbangan efektif iklim organisasi, motivasi kerja dan kepuasan upah secara simultan adalah sebesar 69.7%. Sementara secara parsial, masing-masing variabel iklim organisasi, motivasi kerja, dan kepuasan upah memiliki peran positif dengan komitmen organisasi.

The Relationship Between Immorality and Cleansing

2018 ◽  
Vol 49 (5) ◽  
pp. 303-309 ◽  
Author(s):  
Jedidiah Siev ◽  
Shelby E. Zuckerman ◽  
Joseph J. Siev
Keyword(s):  
Effect Size ◽  
Meta Analysis ◽  
Weighted Mean ◽  
The Relationship

Abstract. In a widely publicized set of studies, participants who were primed to consider unethical events preferred cleansing products more than did those primed with ethical events ( Zhong & Liljenquist, 2006 ). This tendency to respond to moral threat with physical cleansing is known as the Macbeth Effect. Several subsequent efforts, however, did not replicate this relationship. The present manuscript reports the results of a meta-analysis of 15 studies testing this relationship. The weighted mean effect size was small across all studies (g = 0.17, 95% CI [0.04, 0.31]), and nonsignificant across studies conducted in independent laboratories (g = 0.07, 95% CI [−0.04, 0.19]). We conclude that there is little evidence for an overall Macbeth Effect; however, there may be a Macbeth Effect under certain conditions.

Employee Ownership and Organizational Commitment: A Meta-Analysis

2006 ◽  
Author(s):  
Emily Bailey ◽  
Catherine Bush ◽  
Monica R. Filipkowski ◽  
Stephen H. Wagner
Keyword(s):  
Organizational Commitment ◽  
Meta Analysis ◽  
Employee Ownership

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.

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