The role of tribalism as mediator between employee empowerment and organizational commitment in Yemeni Islamic banking sector

Abstract This study examined the influence of employee empowerment on organizational commitment, and the level to which Tribalism plays a role in the relationship between the former two variables in the context of Islamic banks in Yemen. Indeed, the rationale for introducing employee empowerment is to increase levels of employee’s commitment to ensue positive outcomes. The interrelationships between the variables were analyzed to develop a strategy for increased organizational commitment in the Yemeni Islamic banking sector. This study used a social exchange theory to illustrate the study framework to link the relations between employee empowerment, organizational commitment, and Tribalism. This study relied on quantitative approaches. The study sample comprised of Yemeni Islamic banks’ employees. 450 questionnaires were distributed to employees, out of which, 292 were retrieved and deemed usable for analysis, constituting a 65% rate of response. The partial least squares structural equation modelling (PLS-SEM) was employed to analyze data and test the proposed hypotheses. The results indicated that there is a significant relationship between empowerment of the employees and their organizational commitment in Islamic banks in Yemen. More importantly, this study revealed that Tribalism is a significant mediator on the relationship between employee empowerment, and organizational commitment.

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Job insecurity and turnover intention: Organizational commitment as mediator

Social Behavior and Personality An International Journal ◽

10.2224/sbp.5865 ◽

2017 ◽

Vol 45 (4) ◽

pp. 529-536 ◽

Cited By ~ 9

Author(s):

Sang Hyun Lee ◽

Dae Yong Jeong

Keyword(s):

Organizational Commitment ◽

Social Exchange ◽

Turnover Intention ◽

Structural Equation ◽

Social Exchange Theory ◽

Job Insecurity ◽

Mediating Effect ◽

Equation Modeling ◽

Future Research ◽

The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

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Employer Branding and Organisational Citizenship Behaviour: The Mediating Role of Job Satisfaction

Asia-Pacific Journal of Management Research and Innovation ◽

10.1177/2319510x20931716 ◽

2020 ◽

Vol 16 (2) ◽

pp. 122-131 ◽

Cited By ~ 1

Author(s):

Prabhjot Kaur ◽

Keshav Malhotra ◽

Sanjeev K. Sharma

Keyword(s):

Job Satisfaction ◽

Social Exchange ◽

Social Exchange Theory ◽

Banking Sector ◽

Employer Branding ◽

Internal Branding ◽

Mediating Role ◽

Private Banking ◽

The Relationship

Considering social exchange theory, the current research aimed to examine the mediating impact of job satisfaction in the relationship between internal branding and organisational citizenship behaviour. The data was collected from 187 employees in the private banking sector of Chandigarh, India. The results discussed that employer branding positively impacted job satisfaction and organisational citizenship behaviour. The results also suggested that internal branding impact organisational citizenship behaviour directly and indirectly.

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The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

10.4018/978-1-6684-3873-2.ch076 ◽

2022 ◽

pp. 1468-1489

Author(s):

Rand H. Al-Dmour

Keyword(s):

Employee Engagement ◽

Social Exchange ◽

Structural Equation ◽

Social Exchange Theory ◽

Employee Performance ◽

Simple Random Sampling ◽

Positive Influence ◽

Resource Information ◽

The Relationship

The purpose of this study is to evaluate the role of employee engagement with their work as a mediating factor in the relationship between utilisation of a human resource information system (HRIS) and employee performance in five-star hotels in Jordan. A conceptual framework based on social exchange theory and content analysis of similar previous studies was developed. A quantitative approach and simple random sampling were used to obtain data via questionnaires completed by 221 human resources (HR) employees working at 21 five-star hotels in Jordan. The response rate was 71%. Structural equation modelling (SEM) was used to analyse and verify the study variables. The findings revealed that use of a HRIS had a significant positive influence on both employee performance and work engagement, while the latter acted as a partial mediator between HRIS utilisation and employee performance.

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Determinants of Organizational Commitment among Academics of HEIs: The Buffering Role of Coworker Support

Review of Applied Management and Social Sciences ◽

10.47067/ramss.v3i2.56 ◽

2020 ◽

Vol 3 (2) ◽

pp. 221-233

Author(s):

Ashfaq Ahmad ◽

Hazrat Bilal ◽

Palwasha Bibi

Keyword(s):

Organizational Commitment ◽

Public Sector ◽

Organizational Climate ◽

Social Exchange ◽

Social Exchange Theory ◽

Supervisory Support ◽

The Public ◽

Worker Support ◽

The Relationship

The significance of retaining committed staff is a main focus in contemporary literature in higher education. This study seeks to address issues related to lower employee commitment through a Social Exchange Theory Lens to explore the buffering role of co-worker support on the relationship between Supervisory Support (SS), Organizational Climate (OCL) and commitment HEIs in the Public Sector Pakistan. A quantitative and cross approach to survey was adopted as a survey technique by 366 respondents using a proportionately stratified random sampling method. The research theoretically argues and empirically shows that SS and OCL have a direct relationship with organizational commitment in the public sector HEIs. The findings suggest the significant role of SS, the organizational climate and the commitment to higher learning in the public sector. In addition, the findings confirm the hypothesis regarding the buffering effect of co-workers' help in the relationship between SS, OCL and organizational commitment. The main contribution concerns the implementation of co-worker support as a moderator between the relationship SS, OCL and the OC. The study also leads to a better understanding of the mechanisms of the organizational commitment seen in HEIs with regard to the buffering role of co-worker support in the Pakistani context.

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The Influence of HRIS Usage on Employee Performance and Mediating Effects of Employee Engagement in Five Stars Hotels in Jordan

International Journal of Information Systems in the Service Sector ◽

10.4018/ijisss.2020070101 ◽

2020 ◽

Vol 12 (3) ◽

pp. 1-18

Author(s):

Rand H. Al-Dmour

Keyword(s):

Employee Engagement ◽

Social Exchange ◽

Structural Equation ◽

Social Exchange Theory ◽

Employee Performance ◽

Simple Random Sampling ◽

Positive Influence ◽

Resource Information ◽

The Relationship

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The Moderating Role of Employee Empowerment and Distributive Justice in Transformational Leadership with Its Impact on Organizational Commitment in Islamic Banks at Pakistan

Perisai Islamic Banking and Finance Journal ◽

10.21070/perisai.v3i2.2671 ◽

2019 ◽

Vol 3 (2) ◽

pp. 135 ◽

Cited By ~ 1

Author(s):

Maaz Ud Din ◽

Faisal Khan ◽

Ana Kadarningsih ◽

Amjad Ali ◽

Sih Darmi Astuti

Keyword(s):

Transformational Leadership ◽

Organizational Commitment ◽

Distributive Justice ◽

Positive Influence ◽

Employee Empowerment ◽

Islamic Banking ◽

Islamic Banks ◽

Organization Commitment ◽

Moderating Role

The basic of the current studywas to discover the influence of transformational leadership on organizational commitment,distributive justice, and employee empowerment as moderate variables in the Islamic banking company of DistrictSwat, KP-Pakistan.Adopted questionnaires were used to have five pointsLikert scalesand containing 24 items. 18 samples were taken with Random Sampling Techniquesfrom the Islamic bank's sector.A total of 305 questionnaires were distributedamong employees and the feedback rate was 80 % which 245questionnaires received.Data analysis used multiple linear regression. The study found thatorganizational commitment is positively and significantly affect empowerment. Distributive justice has a positive influence on organization commitment but not significant. There was also found that the leadership of transformational influences organization commitment positively and significantly.The variance of transformational leadership and organizational commitments were 16% which indicates a weaksignificant influence.

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Team Networks and Team Identification: The Role of Leader-Member Exchange

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2013.41.7.1115 ◽

2013 ◽

Vol 41 (7) ◽

pp. 1115-1123 ◽

Cited By ~ 5

Author(s):

KeXin Guan ◽

ZhengXue Luo ◽

JiaXi Peng ◽

Zhen Wang ◽

HaiTing Sun ◽

...

Keyword(s):

Social Exchange ◽

Social Identity Theory ◽

Social Exchange Theory ◽

Team Identification ◽

Leader Member Exchange ◽

Exchange Relationships ◽

Member Exchange ◽

The Mean ◽

The Relationship

We examined the relationship among team networks, leader-member exchange (LMX), and team identification in the workplace. Social network theory, social exchange theory, and social identity theory served as references for our theoretical propositions and analyses. We collected data from a sample of 223 teams of military personnel, serving in the artillery in West China. We found that the team networks had a significant effect on team identification. Further, the variance and the mean for LMX in teams interacted in influencing team identification (β =-.893, p < .01). Our findings indicated that creating productive networks in teams would be useful to enhance team identification, the effect of which may be carried on through to building exchange relationships between leader and follower.

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Consequences of corporate social responsibility on employees

Personnel Review ◽

10.1108/pr-08-2018-0288 ◽

2019 ◽

Vol 49 (1) ◽

pp. 231-249

Author(s):

Evans Asante Boadi ◽

Zheng He ◽

Eric Kofi Boadi ◽

Josephine Bosompem ◽

Philip Avornyo

Keyword(s):

Corporate Social Responsibility ◽

Social Responsibility ◽

Social Exchange ◽

Structural Equation ◽

Social Exchange Theory ◽

Banking Sector ◽

Work Motivation ◽

Content Type ◽

Time Lagged ◽

Corporate Social

Purpose The purpose of this paper is to draw on affect social exchange theory and related literature to develop and test a research model linking employees’ perception of corporate social responsibility (CSR) to their outcomes [performance and organisational pride (ORP)] with moderating variables: perceived work motivation patterns (autonomous and controlled motivation) to sustain firm’s operations through their employees. Design/methodology/approach The authors used Ghana as a case for this study due to recent turbulences in the banking sector of Ghana. A sample data of 244 subordinate/supervisor dyads from rural and community banks was collected with a time-lagged technique and analysed through a structural equation modelling for this study. Findings These employee’s perceptions of CSR positively related to their performance and ORP. Autonomous motivated employees had a stronger positive moderated impact on perceived CSR-Performance link whereas controlled motivated employees recorded a stronger impact on perceived CSR-ORP link. Practical implications Based on these results, managers and human resource (HR) professionals can aim at acquiring favourable employees’ perception of their firms’ CSR initiatives. In that, it can help firms to remain in business particularly in difficult times. Also, autonomous and controlled motivators may seem inversely related, however, they are not contradictory to each other. Both can coexist within a firm and it is crucial that HR professionals and managers endeavour to balance them discreetly to attain organisational goals. Originality/value Despite the growing interest in CSR across continents, CSR outcomes on employees among small and medium scale firms especially in Africa has fairly been toned-down by respective management of firms, governments and researchers.

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Effects of suppliers’ trust and commitment on customer involvement

Industrial Management & Data Systems ◽

10.1108/imds-11-2014-0351 ◽

2015 ◽

Vol 115 (6) ◽

pp. 1041-1066 ◽

Cited By ~ 22

Author(s):

Yi Li ◽

Gang Li ◽

Taiwen Feng

Keyword(s):

Social Exchange ◽

Structural Equation ◽

Social Exchange Theory ◽

Exchange Theory ◽

Governance Mechanism ◽

Relational Governance ◽

Content Type ◽

Customer Involvement ◽

Specific Investment ◽

The Relationship

Purpose – The purpose of this paper is to investigate the relationships among suppliers’ trust and commitment, transaction-specific investment, switching cost, and customer involvement within the context of relational governance mechanism and the social exchange theory. Design/methodology/approach – The authors use survey data from 214 Chinese manufacturing firms and employ the structural equation model to verify the conceptual model. Findings – Relational governance benefits customer involvement. Transaction-specific investment mediates the relationship between trust and commitment of suppliers. Switching costs negatively moderate the relationship between suppliers’ trust and customer involvement, but positively moderate the relationship between suppliers’ commitment and customer involvement. Research limitations/implications – The authors focus on two key elements of relationship, namely, trust and commitment of suppliers, but neglect other relational factors, such as relational norms and interdependence. Originality/value – These findings broaden the understanding and present new directions for the implementation of customer involvement from the perspective of relational governance and social exchange theory.

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Analyzing the Relationship between Personnel's Education and Psychological Competence on Quality of Service: The Mediation Role of Organization Commitment in Ministry of the Interior

Modern Applied Science ◽

10.5539/mas.v10n3p117 ◽

2016 ◽

Vol 10 (3) ◽

pp. 117

Author(s):

Omid Ahmadi ◽

Abdolali Keshtegar ◽

Mohammad Ghasemi

Keyword(s):

Quality Of Service ◽

Organizational Commitment ◽

Structural Equation ◽

Statistical Population ◽

Alpha Level ◽

Psychological Competence ◽

Correlational Method ◽

The Relationship

The goal of the present paper is to analyze the effect of personnel's education and psychological competence on quality of service. The mediation role of organizational competence in Ministry of the Interior is of descriptive-correlational method. To do that, the standard questionnaire psychological competence by Spriters (1995), personnel education and quality of service by Deher (2015) and organizational commitment by Alen and Mier (1990) were used. The statistical population of the research includes all personnel of Ministry of the Interior which are 1600 subjects. Based on Cochran's formula, 3100 subjects were selected randomly. In order to analyze data the Pearson's correlation test and structural equation of data analysis were used by SPSS and AMOS software. The findings of the research indicate that personnel's education has a positive effect on organizational competence and quality of service (with Alpha level of 0.05). Moreover, the psychological competence is positively affect the quality of service (with Alpha level of 0.05) and organizational commitment affect the quality of service. Finally, it was revealed that the personnel training through organizational commitment affect the quality of service. But, psychological competence does not affect the quality of service through organizational commitment. Moreover, psychological competence does not affect the organizational commitment. The significance levelof the model turned out to be more than the first type error (0.05). This shows that the significant adaption of the estimated model with the present research model. Furthermore, the AGFI and GFI indicators are more than the estimated value (0.9). These indicators show that the model has a capability in estimating the ratio of each factor.

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