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

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.

Relationship between Academic Boredom, Learning Climate and Academic Motivation Among University Students

2019 ◽  
Vol 34 (3) ◽  
pp. 621-638
Author(s):  
Saira Khan ◽  
Rayna Sadia ◽  
Saba Zahid Hayat ◽  
Sonia Tahir
Keyword(s):  
University Students ◽  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Academic Motivation ◽  
Negative Relationship ◽  
Study Data ◽  
Learning Climate ◽  
Mediating Role ◽  
Academic Motivation Scale

The present research aimed at exploring the relationship between academic motivation, learning climate (Autonomy supported) and academic boredom among university students. In addition to this it aimed at confirming the mediating role of learning climate in relationship between intrinsic motivation and academic boredom among students studying in Universities of Pakistan. For the present study data was collected from 399 university students. The age of the sample ranged from 17 to 35 years (M = 21.45, SD = 2.40). Reliability coefficients of all the variables ranged from .65-.89 (Class Related Boredom Scale = .89, Learning Climate Questionnaire =.88, Academic Motivation Scale = .82, Intrinsic Motivation = .81, Extrinsic Motivation = .81, and A Motivation =.65). Further correlational analysis indicated a negative relationship of classroom related boredom with learning climate and intrinsic motivation. However, class related boredom was found to have positive relationship with extrinsic and a motivation. Learning climate (autonomy supportive) showed positive relation with intrinsic motivation. Based upon literature, mediation analysis was carried out which confirmed the mediating role of learning climate (autonomy supportive) in relation between intrinsic motivation and academic boredom. In the light of existing literature, findings were discussed, and suggestions were given for future researches.

scholarly journals Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

2020 ◽  
Vol 10 (3) ◽  
pp. 238
Author(s):  
ANTHONY FRANK OBENG ◽  
PRINCE EWUDZIE QUANSAH ◽  
ERIC COBBINAH ◽  
STEPHEN ABIAM DANSO
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Mediating Effect ◽  
Moderation Effect ◽  
The Relationship

Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

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

2020 ◽  
Vol 5 (2) ◽  
Author(s):  
Adel R. M. Rayan ◽  
Nadia A. M. Ali ◽  
Mostafa S. K. Abdel Moneim
Keyword(s):  
Organizational Commitment ◽  
Structural Model ◽  
Negative Relationship ◽  
Theoretical Data ◽  
Supervisor Support ◽  
Future Research ◽  
Organizational Silence ◽  
Managerial Implications ◽  
The Relationship

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. 

Biographical predictors of individual psychological characteristics included in the ‘Big Five’ of personal qualities

2020 ◽  
Vol 22 (3) ◽  
pp. 31-47
Author(s):  
YURY V. SINYAGIN ◽  
◽  
NATALYA Y. SINYAGINA ◽  
Keyword(s):  
Big Five ◽  
Psychological Characteristics ◽  
Managerial Success ◽  
Psychological Analysis ◽  
Big Five Model ◽  
Personal Qualities ◽  
Relationship Of ◽  
The Relationship ◽  
Direct Use

The article analyzes the role of biographical predictors of individual psychological characteristics that are included in the ‘Big Five’ of personal qualities. The analysis of the relationship of answers to psychobiographical questions included in the questionnaire of management potential (Y.V. Sinyagin, 2014) with the results of the ‘Big Five’ model is presented. The necessity of studying personality traits conducive to successful activities is substantiated. On the basis of empirical research, predictors of managerial success are characterized. Arguments are given for including data containing biographical information in methods of psychological analysis of a person. The authors show that the obtained empirical data can find their practical application in several areas. First of all, it is their direct use during interviews and interviews with leaders.

How Investment in Gender Ideals Affects Well-Being: The Role of External Contingencies of Self-Worth

2005 ◽  
Vol 29 (1) ◽  
pp. 63-77 ◽  
Author(s):  
Diana T. Sanchez ◽  
Jennifer Crocker
Keyword(s):  
College Freshmen ◽  
Negative Relationship ◽  
Well Being ◽  
Self Esteem ◽  
Longitudinal Survey ◽  
White Americans ◽  
Gender Ideals ◽  
Self Worth ◽  
The Relationship

The present study examined the relationship between investment in gender ideals and well-being and the role of external contingencies of self-worth in a longitudinal survey of 677 college freshmen. We propose a model of how investment in gender ideals affects external contingencies and the consequences for self-esteem, depression, and symptoms of disordered eating. Specifically, we find that the negative relationship between investment in gender ideals and well-being is mediated through externally contingent self-worth. The model showed a good fit for the overall sample. Comparative model testing revealed a good fit for men and women as well as White Americans, Asian Americans, and African Americans.

scholarly journals The impact of workplace bullying on flourishing: The moderating role of emotional intelligence

2019 ◽  
Vol 45 ◽  
Author(s):  
Elizabeth C. Nel
Keyword(s):  
Emotional Intelligence ◽  
Workplace Bullying ◽  
Negative Relationship ◽  
Well Being ◽  
Personal Resources ◽  
Cross Sectional ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

Orientation: Workplace bullying has detrimental effects on employee well-being. Emotional intelligence may moderate the relationship between workplace bullying and flourishing.Research purpose: The purpose of this study was to examine the nature of the relationship between workplace bullying and flourishing and to investigate the moderating role of emotional intelligence in the workplace bullying–flourishing relationship.Motivation for the study: There is a paucity of studies exploring the moderating role of personal resources such as emotional intelligence in the relationship between workplace bullying and flourishing.Research approach/design and method: The study used a cross-sectional design, quantitative approach and a convenience sampling method. Employees from a higher education institution (N = 1102) participated in this research. Descriptive, correlation and moderation analysis was used to analyse the data.Main findings: The results showed that there was a significant negative relationship between workplace bullying and flourishing. Emotional intelligence significantly moderated the relationship between workplace bullying and flourishing.Practical/managerial implications: Organisations should develop and/or strengthen the level of emotional intelligence in employees in order to reduce the negative effect of workplace bullying on well-being.Contribution/value-add: The findings of this research contribute to the limited body of research investigating personal resources such as emotional intelligence as a moderator in the bullying-well-being relationship.

The mediating role of gratitude in the relationship between attachment styles and psychological well-being

2020 ◽  
Vol 28 (4) ◽  
pp. 426-430
Author(s):  
Bahador Nourialeagha ◽  
Bita Ajilchi ◽  
Steve Kisely
Keyword(s):  
Attachment Style ◽  
Attachment Styles ◽  
Negative Relationship ◽  
Well Being ◽  
Cluster Sampling ◽  
Psychological Well Being ◽  
Mediating Role ◽  
The Relationship ◽  
Academic Year

Objective: To determine the mediating role of gratitude in the relationship between attachment styles and psychological well-being in students. Method: We selected 200 students using randomised cluster sampling in the academic year 2016–2017. They completed the attachment style, psychological well-being and gratitude questionnaires. Results: On path analysis, secure attachment style had a positive relationship with both gratitude and psychological well-being. Conversely, anxiety-avoidance styles had a negative relationship with both outcomes. Conclusions: Gratitude plays a mediating role attachment and psychological well-being. These results may have implications for the development of interventions to improve mental well-being with a focus on enhancing gratitude.

scholarly journals Daily Effect of Recovery on Exhaustion: A Cross-Level Interaction Effect of Workaholism

2018 ◽  
Vol 15 (9) ◽  
pp. 1920 ◽  
Author(s):  
Monica Molino ◽  
Claudio Cortese ◽  
Chiara Ghislieri
Keyword(s):  
Interaction Effect ◽  
Negative Relationship ◽  
Well Being ◽  
Complete Recovery ◽  
Recovery From Work ◽  
Time And Energy ◽  
The Relationship ◽  
Essential Prerequisite ◽  
Moderating Role

Workaholics generally allocate an excessive amount of time and energy to their work at the expense of having time for recovery from work. Nevertheless, a complete recovery is an essential prerequisite for well-being. This study examines the moderating role of workaholism in the relationship between daily recovery and daily exhaustion. Data were collected among 95 participants who completed a general questionnaire and a diary booklet for five consecutive working days. Multilevel analysis results confirmed a cross-level interaction effect of workaholism, showing that the negative relationship between recovery and exhaustion at the daily level is weaker for those with a high (versus low) level of workaholism. These insights suggest the promotion of interventions aimed at addressing workaholism among workers, and the design of projects able to stimulate recovery from work, particularly for workaholics.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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