scholarly journals The Effect of Job Satisfaction and Perceived Organizational Support on Organizational Commitment of Banksr Employees in Padang

2018 ◽  
Author(s):  
Muthia Roza Linda ◽  
Riza Yonita
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Perceived Organizational Support

scholarly journals Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Organizacija ◽  
2019 ◽  
Vol 52 (4) ◽  
pp. 310-324
Author(s):  
Abdulmajeed Saad Albalawi ◽  
Shahnaz Naugton ◽  
Malek Bakheet Elayan ◽  
Mohammad Tahseen Sleimi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Future Research ◽  
Job Opportunities ◽  
Job Opportunity

Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

scholarly journals Organizational Citizenship Behavior Guru Sekolah Menengah Atas dan Sederajat di Lingkungan Pondok Pesantren

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Niki Puspita Sari ◽  
Helmi Muhammad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Least Square Approach

The purpose of this study was to determine and analyze the influence of perceived organizational support, job satisfaction, and organizational commitment on Organizational Citizenship Behavior (OCB), and the role of organizational commitment in mediating influence between perceived organizational support and job satisfaction on OCB of teachers of Islamic boarding high school in Tulungagung. This study used a census method by distributing questionnaire to the entire population of 150 teachers. Data was analyzed using a partial least square approach. The results showed that the perceived organizational support does not significantly affect OCB, job satisfaction affects OCB,  perceived organizational support affects organizational commitmet, job satisfaction affects organizational commitment, organizational commitment affects OCB,  perceived organizational support affects OCB through organizational commitment, and job satisfaction affects OCB through organizational commitment.

Relationship between ethical work climate and nurses’ perception of organizational support, commitment, job satisfaction and turnover intent

2015 ◽  
Vol 24 (2) ◽  
pp. 151-166 ◽  
Author(s):  
Ebtsam Aly Abou Hashish
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Perceived Organizational Support ◽  
Work Climate ◽  
Healthcare Organizations ◽  
Ethical Work Climate ◽  
Ethical Work

Background: Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization. Purpose: This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job satisfaction, and turnover intention. Methods: A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection. Findings: The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Recommendation: Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention.

scholarly journals Mediator Analysis of Employee Engagement: Role of Perceived Organizational Support, P-O Fit, Organizational Commitment and Job Satisfaction

2013 ◽  
Vol 38 (1) ◽  
pp. 27-40 ◽  
Author(s):  
Soumendu Biswas ◽  
Jyotsna Bhatnagar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Discriminant Validity ◽  
Factor Model ◽  
Path Model ◽  
Nested Models

Given the multi-determinability of individual affect and attitudes, this paper seeks to explicate their display through some construct that captures the cognitive, emotional, and behavioural components of work-related roles. Employee engagement is found to be one such explanatory variable. This paper assesses the mediating role of employee engagement between perceived organizational support (POS) and person-organization fit (P-O fit) as the antecedents and organizational commitment and job satisfaction as the consequences. It tests the path model by using data from six Indian organizations and a sample of 246 Indian managers. The findings help find a direct effect of P-O fit and POS, which affects employee engagement and leads to variance in organizational commitment and job satisfaction. Further, the paper attempts to establish discriminant validity between employee engagement and organizational commitment. Yet, because of the similarity of wordings of the items measuring the employees� ratings of the two constructs, the authors conducted a confirmatory factor analysis leading to discriminant validity establishment to examine whether employee engagement and organizational commitment were distinct. AMOS software (version 17.0) was used to compare the fit of two nested models: (a) a one-factor model incorporating both the constructs and (b) a two-factor model distinguishing employee engagement and organizational commitment. It also provides empirical support to job satisfaction and its linkage with employee engagement. The findings suggest that when individuals perceive positive levels of organizational collaboration, they are intrinsically encouraged towards exerting considerably higher levels of effort. The notion that P-O fit deals with the congruence between employees� personal values and those of the organization makes for greater meaningfulness and psychological safety leading to higher levels of employee engagement. Furthermore, when individual values are perceived to fit organizational norms, the former are entrusted with greater responsibilities and are made to feel more empowered. A high level of employee engagement reflects a greater trust and loyal relationship between the individual and the organization. This suggests the building up of higher degree of commitment by the employee towards their employing organization. The paper contributes to theory building in the employee engagement and organizational commitment domains.

scholarly journals PENGARUH KEPUASAN KERJA, MOTIVASI, DAN PERSEPSI ATAS DUKUNGAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASI GURU TAMAN KANAKKANAK DI KECAMATAN SANDEN, KABUPATEN BANTUL, YOGYAKARTA

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Agustin Eka Nurhayati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Regression Model ◽  
Key Words ◽  
Multiple Regression ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Multiple Regression Model ◽  
Kindergarten Teachers ◽  
Survey Method

The objective of this study was to explore the influence of job satisfaction, motivation and perceived organizational support on organizational commitment of kindergarten teachers in Sanden, Bantul, Yogyakarta.This research used quantitative approach with survey method in which questionnaire was used to gather the data. The main data of this research were gained from 85 respondents. In this research, multiple regression was used to analyze the data to know the influence of job satisfaction, motivation, and perceived organizational support on organizational commitment. The multiple regression model Y=0,401X1+0,332X2+0,099X3, showed that the job satisfaction influenced positively on organizational commitmentof kindergarten teachers (0,401). Motivation also influenced positively on organizational commitmentof kindergarten teachers (0,332). It was also found that perceived organizational support not influenced positively on organizational commitment (0,099). Key words: job satisfaction, motivation, perceived organizational support, organizational commitment.

scholarly journals PENGARUH PERCEIVED ORGANIZATONAL SUPPORT, KEPUASAN KERJA, DAN KOMITMEN ORGANISASI TERHADAP INTENTION TO QUIT PADA GENERASI Y (MILLENNIALS)

2019 ◽  
Vol 2 (1) ◽  
pp. 16-33
Author(s):  
Endhar Priyo Utomo
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Generation Y ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Intention To Quit ◽  
Equation Modeling ◽  
Analysis Tool

This study aims to analyze what factors can reduce the level of intention to quit on generation Y banking employees by increasing variables perceived organizational support, job satisfaction, through organizational commitment. From the existing research problems explain how to reduce the level of intention to quit for Generation Y employees in the banking sector in the city of Semarang.The number of samples in this study were 130 respondents but those who were willing to fill out questionnaires were 120 respondents. The sample determination was determined by the Non Probability Sampling method. The sample in this study is generation Y employees in the banking sector in Semarang City. The analysis tool used in this study uses Structural Equation Modeling (SEM).The results in this study indicate that the influence of the variable Perceived Organizational Support, Job Satisfaction on Organizational Commitment is positive and significant. The second result in this study shows that the Perceived Organizational Support, Job Satisfaction with Intention to Quit is negative and significant. The third result in this study shows that the Organizational Commitment to Intention to Quit is negative and significant..

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