The Supervisor’s Support For Silence And The Organizational Commitment: The Mediating Role Of Organizational Silence Behavior

The aim of this study was to test the relationship between supervisor support for silence and organizational commitment, as well as testing the relationship between supervisor support for silence and organizational silence behavior. The study also aimed to identify the relationship between organizational silence behavior and organizational commitment, as well as the test of the mediation role of silence behavior in the relationship between supervisor support for silence and organizational commitment. The study was applied to a sample of (365) employees from Assiut university in Egypt. The current study used Brinsfield (2009) scale to measure the supervisor support for silence, and organizational silence behavior which was prepared based on several studies (Morrison & Obligation either, Melliken; 2000; Pinder & Harlos, 2001; Vakola & Buradas, 2005) where the organizational commitment was measured by Morrow (1983). Data analyzed using the SPSS program Data, as well as the AMOS program to test the quality of compatibility between data collected and theoretical data, and the structural model to test the hypotheses of the study. The study found that there is a negative relationship between the supervisor's support for silence and the organizational commitment. There is a positive correlation between supervisor support for silence and organizational silence behavior and a negative relationship between the behavior of organizational silence and organizational commitment. The study also found that the Organizational Silence behavior mediated the relationship between Supervisor’s support for silence and the Organizational Commitment. Directions for managerial implications are recommended to Assiut University. The study ended with the limitations and avenues for future research.

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How Does Technological and Financial Literacy Influence SME Performance: Mediating Role of ERM Practices

Information ◽

10.3390/info11060297 ◽

2020 ◽

Vol 11 (6) ◽

pp. 297

Author(s):

K.M.M.C.B. Kulathunga ◽

Jianmu Ye ◽

Saurabh Sharma ◽

P.R. Weerathunga

Keyword(s):

Financial Literacy ◽

Structural Model ◽

Sri Lankan ◽

Mediating Role ◽

Knowledge Based ◽

Enterprise Risk ◽

Managerial Implications ◽

Essential Knowledge ◽

The Relationship

The knowledge-based view (KBV) in the development of small and medium-sized enterprises (SMEs) is a debatable topic in the current literature. Although convergence of technological and financial literacy (techno-finance literacy) is an essential knowledge-based tool to address rapid digitalization of business, the influence of techno-finance literacy in the development of SMEs is still not adequately researched. Drawing upon KBV, we developed a single-mediator structural model with an aim to explore the effect of techno-finance literacy and enterprise risk management (ERM) practices (applications) on the performance of SMEs. A self-administered structured questionnaire was employed to collect data from 319 chief financial offers (CFOs) in Sri Lankan SMEs. The outcome of our study highlights that techno-finance literacy is a significant determinant of two endogenous constructs, namely, SME performance and ERM practices. Furthermore, ERM practices of SMEs were also positively affected to the SME performance. Moreover, ERM practices were observed to have a partial mediation on the relationship between financial literacy and SME performance. These findings form the basis for theories in techno-finance literacy and SME performance, as well as present managerial implications to enhance the performance of SMEs.

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The Relationship between Human Resource Management Ambidexterity and Talent Management: The Moderating Role of Electronic Human Resource Management

International Business Research ◽

10.5539/ibr.v9n6p80 ◽

2016 ◽

Vol 9 (6) ◽

pp. 80 ◽

Cited By ~ 6

Author(s):

Mostafa Mohamed Ahmed AlKerdawy

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Talent Management ◽

Future Research ◽

International Banks ◽

Managerial Implications ◽

The Relationship ◽

Moderating Role

<p>This study investigates the moderating role of electronic human resource management (e-HRM) in the relationship between human resource management ambidexterity (HRMA) and talent management (TM) using data collected from 430 managers working in 10 international banks in Egypt. e-HRM was found to be an important moderator of the relationship between HRMA and TM. The more dependence on e-HRM in executing human resource policies in banks, the greater influence of HRMA on TM. The results referred also a positive and significant influence of both HRMA and e-HRM on TM. This study concludes by discussing managerial implications and the limitations should be addressed in future research.</p>

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Job rotation, job performance, organizational commitment: An empirical study on bank employees

Journal of Management Info ◽

10.31580/jmi.v3i1.8 ◽

2014 ◽

Vol 1 (3) ◽

pp. 10-13 ◽

Cited By ~ 1

Author(s):

Faisal Khan ◽

Amran Md Rasli ◽

Rosman Md Yusoff ◽

Tariq Ahmed ◽

Abid ur Rehman ◽

...

Keyword(s):

Social Sciences ◽

Organizational Commitment ◽

Job Performance ◽

Banking Sector ◽

Negative Relationship ◽

Future Research ◽

Job Rotation ◽

Study Results ◽

Bank Employees ◽

The Relationship

The aim of the study is to investigate the relationship and effect of job variables rotation, job performance and organizational commitment among the employees working in banking sector in Pakistan. Self-administrated questionnaire was distributed by selecting a convenient sampling the data collected were 435 from the employees in the banks. The data were analyzed with the help of Statistical Package of Social Sciences (SPSS). The findings of the study revealed that a positive relationship was found between job rotation, job performance and organizational commitment among the employees, whereas negative relationship was found between job performance and organizational commitment. The study results are useful for the bankers, employeesâ€™ and managers. The study also provided the limitations and recommendations for future research.

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Fear from Afar, Not So Risky After All: Distancing Moderates the Relationship Between Fear and Risk Taking

10.31234/osf.io/p9cyr ◽

2021 ◽

Author(s):

Lewend Mayiwar ◽

Fredrik Björklund

Keyword(s):

Decision Making ◽

Risk Taking ◽

Risk Estimation ◽

Negative Relationship ◽

Judgment And Decision Making ◽

Future Research ◽

Main Effect ◽

Decision Making Processes ◽

The Relationship

A growing line of research has shown that individuals can regulate emotional biases in risky judgment and decision-making processes through cognitive reappraisal. In the present study, we focus on a specific tactic of reappraisal known as distancing. Drawing on appraisal theories of emotion and the emotion regulation literature, we examine how distancing moderates the relationship between fear and risk taking and anger and risk taking. In three pre-registered studies (Ntotal = 1,483), participants completed various risky judgment and decision-making tasks. Replicating previous results, Study 1 revealed a negative relationship between fear and risk taking and a positive relationship between anger and risk taking at low levels of distancing. Study 2 replicated the interaction between fear and distancing but found no interaction between anger and distancing. Interestingly, at high levels of distancing, we observed a reversal of the relationship between fear and risk taking in both Study 1 and 2. Study 3 manipulated emotion and distancing by asking participants to reflect on current fear-related and anger-related stressors from an immersed or distanced perspective. Study 3 found no main effect of emotion nor any evidence of a moderating role of distancing. However, exploratory analysis revealed a main effect of distancing on optimistic risk estimation, which was mediated by a reduction in self-reported fear. Overall, the findings suggest that distancing can help regulate the influence of incidental fear on risk taking and risk estimation. We discuss implications and suggestions for future research.

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Religion and Relationship Quality Among Cohabiting and Dating Couples

Journal of Family Issues ◽

10.1177/0192513x17728982 ◽

2017 ◽

Vol 39 (7) ◽

pp. 1904-1932 ◽

Cited By ~ 4

Author(s):

Andrea K. Henderson ◽

Christopher G. Ellison ◽

Norval D. Glenn

Keyword(s):

Relationship Satisfaction ◽

Negative Relationship ◽

Religious Involvement ◽

Future Research ◽

Marital Expectations ◽

Dating Couples ◽

Working Age ◽

Role Of Religion ◽

The Relationship

Despite research on religion and marriage, little is known about the role of religion in the relationships of nonmarried couples. This study addresses two questions: (a) Do various dimensions of religious involvement—shared religious beliefs, affiliation and attendance, and theistic sanctification—influence the relationship satisfaction and marital expectations of dating and cohabiting individuals? (b) Is the association mediated by positive and negative relationship behaviors by the respondent and/or partner? We investigate these questions using the National Survey of Religion and Family Life, a nationwide sample of working-age adults, aged 18 to 59 years ( n = 468) with oversamples of African Americans and Latinos. Various dimensions of religious involvement are positively associated with the relationship satisfaction and expectations to marry among nonmarried individuals. Positive and negative relationship behaviors slightly diminish the link between religion and (a) relationship satisfaction and (b) expectations of marriage. Several implications and promising directions for future research are discussed.

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Work Engagement, Organizational Commitment and the Work Satisfaction of Tax Administration Employees: The Intermediary Role of Organizational Climate and Silence in the Organizations

Zarządzanie Zasobami Ludzkimi ◽

10.5604/01.3001.0014.1678 ◽

2020 ◽

Vol 134-135 (3-4) ◽

pp. 127-144

Author(s):

Aleksandra Peplińska ◽

Katarzyna Kawalec ◽

Dorota Godlewska-Werner ◽

Piotr Połomski

Keyword(s):

Organizational Commitment ◽

Organizational Climate ◽

Work Engagement ◽

Work Satisfaction ◽

Job Descriptive Index ◽

Organizational Silence ◽

Intermediary Role ◽

Revenue Administration ◽

The Relationship

The aim of the presented study was to verify the relationship between the level of work engagement and organizational commitment and work satisfaction experienced by employees, taking into account intermediary variables—i.e. the climate at the organization and the phenomenon of silence in the organization. The survey involved a total of 131 employees of the National Revenue Administration, including 35 males and 96 females. Five methods were used to verify the questions and research hypotheses: Allen and Meyer’s Organizational Commitment Scale, the AVEM questionnaire, Paluchowski’s Organizational Climate Questionnaire, the four forms of the Organizational Silence Scale, and the Job Descriptive Index (JDI). The results of the research show that there is a significant relationship between work engagement and organizational commitment and work satisfaction.

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Investigating the Mediatory Role of Hope and Shame in the Relationship between Caregiver Burden and Quality of Life of Patients with Cancer

South Asian Journal of Cancer ◽

10.1055/s-0041-1723109 ◽

2021 ◽

Author(s):

Touraj Shahvand ◽

Mehdi Reza Sarafraz

Keyword(s):

Quality Of Life ◽

Caregiver Burden ◽

Negative Relationship ◽

World Health ◽

Future Research ◽

Caregiving Burden ◽

Health Organization ◽

The Relationship

Abstract Objective Patients suffering from cancer need to receive care from their family; however, their family caregivers do this without preparation or training, so their involvement in patients’ care results in a caregiving burden that may affect patient’s hope and quality of life (QOL). Methods This study examines the effect of caregiving burden on the QOL of cancer patients (n = 100) with the mediatory role of hope and shame. To achieve this, Persian versions of Zarit Burden Interview, the World Health Organization QOL, Herth Hope Index, and Guilt and Shame Proneness Scale were used. Meanwhile, path regression analysis was implemented to analyze the relationship between caregiving burden and QOL. Results The results implied a relation among caregiver burden, hope, and QOL of patients diagnosed with cancer. It was found that there is a direct and negative relationship between caregiver burden and hope. In addition, there was an indirect and positive relationship between caregiver burden and QOL. Hope and QOL also had a high correlation. Besides, it was shown that there was a negative relationship between the shame experienced by patients and their hope and QOL. Conclusion caregiver burden was proved to be influential and negatively affected the factor for the QOL. Besides, patients’ hope decreases while caregiving burden increases; this will in turn affect patients’ recovery and their physical, mental, and cognitive functions. This study provides a foundation for future research in this critical area for oncology.

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Analyzing the Role of Motivation as a Moderate Factor on the Relationship between Personality and Organizational Commitment

Academic Journal of Nawroz University ◽

10.25007/ajnu.v10n3a1113 ◽

2021 ◽

Vol 10 (3) ◽

pp. 355-365

Author(s):

Zhiyar Mohammed Ismael

Keyword(s):

Organizational Commitment ◽

Organizational Development ◽

Big Five ◽

Extrinsic Motivation ◽

Negative Relationship ◽

Well Being ◽

Study Data ◽

Big Five Model ◽

The Relationship

This article examines the moderate role of motivation on the relationship between the big five model of personality traits and organizational commitment as an attempt to understand the influence of multitude psychological and motivational factors on employees’ behavior towards their organizational commitment. In general, the idea of this framework is taken from personality aspect and Theory of Commitment of (Allen & Meyer, 1996) which focus on how well the job is being performed by employees rather than only asking if they are doing their job. The basic foundation for forming and developing this new framework is: (1991) Allen & Meyer’s model of Organizational Commitment, Job Characteristics model of employee motivation for Hackman & Oldham (1975), and Big Five Model of Personality for Cost & McCrae. In this study, data has been collected from surveying 241 employees of one of the private universities in Turkish Republic of Northern Cyprus (TRNC), results indicate that personality has a significant negative relationship with organizational commitment (r= -.729). The importance of this framework is epitomized in deeply understanding the work and personnel psychology aspects according to the interrelated effects of personality and extrinsic motivation on employees’ behavior that will help organizations to seek and tailor best solutions to their problems and to achieve organizational development, effectiveness, and employees’ well-being.

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Trust in Organizational and Workplace Deviant Behavior The Moderating Effect of Locus of Control

Gadjah Mada International Journal of Business ◽

10.22146/gamaijb.5573 ◽

2008 ◽

Vol 10 (2) ◽

pp. 211 ◽

Cited By ~ 5

Author(s):

Abdul Rahman Abdul Rahim ◽

Aizzat Mohd. Nasurdin

Keyword(s):

Locus Of Control ◽

Deviant Behavior ◽

Negative Relationship ◽

Future Research ◽

Deviant Behaviors ◽

Production Deviance ◽

Interpersonal Deviance ◽

The Relationship ◽

Moderating Role

This study seeks to investigate the moderating role of locus of control (LOC) in the relationship between trust in organization (TiO) and workplace deviant behavior (WDB). Three forms of deviant behavior are identified: interpersonal deviance, production deviance, and property deviance. The regression analyses carried out on a sample of 355 employees show mixed results. Trust in organization (TiO) demonstrates a negative relationship with production deviance and property deviance. In contrast, trust in organization (TiO) is positively related to interpersonal deviance. Furthermore, locus of control (LOC) is found to moderate the relationship between trust in organization (TiO) and deviant behaviors. Implications, limitations, and suggestions for future research are discussed.

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