scholarly journals Effect of pay satisfaction on organizational commitment: Mediating effect of organizational trust

2014 ◽  
Vol 27 (3) ◽  
pp. 585-615 ◽  
Author(s):  
Kwangsu Moon ◽  
이계훈 ◽  
ShezeenOah ◽  
Hangsoo Cho
Keyword(s):  
Organizational Commitment ◽  
Organizational Trust ◽  
Mediating Effect ◽  
Pay Satisfaction

scholarly journals Linking transformational leadership and organizational trust: has organizational commitment a mediating effect on it?

2016 ◽  
Vol 16 (1) ◽  
pp. 43-62 ◽  
Author(s):  
Orlando Manuel Martins Marques De Lima Rua ◽  
◽  
João Manuel Costa Araújo ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Trust ◽  
Mediating Effect

scholarly journals Linking Psychological Empowerment to Job Satisfaction and Organizational Commitment: Investigating the Mediating Effect of Organizational Trust

2016 ◽  
Vol 11 (10) ◽  
pp. 120 ◽  
Author(s):  
Sanad A. Alajmi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Organizational Trust ◽  
Two Dimensions ◽  
Mediating Effect ◽  
Three Dimensions ◽  
Future Research ◽  
Continuance Commitment

<p>The main purpose of this research is to examine the influence of psychological empowerment and organizational trust on job satisfaction and organizational commitment among Kuwait free trade zone employees. Data were obtained for this research through a set of questionnaire which was divided into four parts and administered to a total of 271 respondents. The results showed that psychological empowerment mainly affects employees’ job satisfaction and organizational commitment. The results indicated that two dimensions of psychological empowerment, i.e. <em>Meaning</em> and <em>Impact</em>, are significant and positively related to job satisfaction. The existing literature supports the relationships between psychological empowerment dimensions and three dimensions of organizational commitment:<em> normative</em>, <em>continuance,</em> and <em>affective commitment</em>. However, results from this study showed inconsistency. The results showed that only one dimension of Psychological Empowerment, <em>Meaning</em>, is significant and positively Associated to <em>Affective</em> <em>Commitment</em>; two dimensions of Psychological Empowerment, <em>Meaning</em> and <em>Competence,</em> are significant and positively Associated to <em>Normative Commitment</em>; and no dimensions of Psychological Empowerment are statistically contributed to <em>Continuance Commitment</em>.  Moreover, analysis has also showed that organizational trust mediates the relationships between psychological empowerment, job satisfaction and organizational commitment. Some practical implications are also discussed. The research concludes with limitations and future research suggestions to enhance psychological empowerment in public and private organizations in Kuwait.</p>

Chinese Employees' Work Values and Turnover Intentions in Multinational Companies: The Mediating Effect of Pay Satisfaction

2010 ◽  
Vol 38 (7) ◽  
pp. 871-894 ◽  
Author(s):  
Christina Yu-Ping Wang ◽  
Mei-Huei Chen ◽  
Bill Hyde ◽  
Lillian Hsieh
Keyword(s):  
Organizational Commitment ◽  
Multinational Corporations ◽  
Turnover Intention ◽  
Work Values ◽  
Turnover Intentions ◽  
Semiconductor Industry ◽  
Multinational Companies ◽  
Mediating Effect ◽  
Pay Satisfaction ◽  
Republic Of China

In this study the aim was to ascertain the effects of work values on pay satisfaction, organizational commitment, and turnover intention in a Chinese context. Pay satisfaction and work values were employed as determinants of organizational commitment and turnover intention. The mediating effect of pay satisfaction on work values and turnover intention was also examined. A total of 260 questionnaires were distributed to employees of selected multinational corporations in the semiconductor industry in Shanghai, in the People's Republic of China. The results indicated that pay satisfaction led to greater organizational commitment and lower turnover intention. Participants also indicated that their work values significantly affect normative commitment and turnover intention through pay satisfaction.

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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