scholarly journals Mediating role of job satisfaction in the relationship between organizational identification and organizational commitment

Pomorstvo ◽  
2020 ◽  
Vol 34 (2) ◽  
pp. 233-244
Author(s):  
Murat Yorulmaz ◽  
Ezgi Mansuroğlu ◽  
Gönül Kaya Özbağ
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Organizational Attitudes ◽  
Mediating Role ◽  
Positive Direct ◽  
The Relationship

Understanding the relationship between an organization and the employees in that organization is of paramount importance for the success and future of that organization. This is related to the measurement of the organizational attitudes and behaviours of employees and the use of these attitudes and behaviours for forward-looking predictions. This being said, the aim of the study is to explore the relationship between the organizational identification levels of employees in ship agencies, and their job satisfaction and organizational commitment. For the purpose of this study, the data were obtained from 265 employees of different ship agencies in the cities of Istanbul and Kocaeli, Turkey, through questionnaire. The data then were analyzed via the structural equation modeling analyses, which were conducted using AMOS v22 by Bootstrap resampling with 5000 replications; the results have showed that organizational identification has both a positive direct and an indirect effect on organizational commitment, the latter through job satisfaction. Further, this study revealed that organizational identification, together with job satisfaction, explained about 0.59% of the variation in organizational commitment.

scholarly journals The Mediating Role of Motivation and Job Satisfaction in the Relationship between Compensation and Organizational Commitment in Micro Finance Institutions

2021 ◽  
Vol 12 (1) ◽  
pp. 37
Author(s):  
Muhammad Suyuthi Romdlon ◽  
I Ketut R. Sudiarditha ◽  
Henry Eryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Equation Modeling ◽  
Mediating Role ◽  
Islamic Microfinance ◽  
The Relationship ◽  
Intervening Variables

<p>This study aims to determine the effect of compensation, motivation, and job satisfaction on organizational commitment in Islamic microfinance services. This research has four variables: compensation as an independent variable, motivation, job satisfaction as intervening variables, and commitment as a dependent variable. The subjects in this study were active employees in one of the Islamic microfinance services. It is Baitul mal wa tamwil (BMT). This research uses quantitative methods. Data collection was carried out by distributing questionnaires using a 5-point Likert scale with 240 total valid responses. The data were analyzed using Structural equation modeling (SEM) using AMOS version 24. The results showed that compensation had a positive and significant effect on motivation, compensation had a positive and significant effect on job satisfaction, motivation had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment, job satisfaction had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment through motivation and job satisfaction as intervening variables. This study finds providing several important implications for research and implementing microfinance services.</p>

School principals’ systems thinking: antecedents and consequences

2019 ◽  
Vol 57 (2) ◽  
pp. 167-184 ◽  
Author(s):  
Pascale Benoliel ◽  
Haim Shaked ◽  
Nechama Nadav ◽  
Chen Schechter
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Systems Thinking ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Leadership Framework ◽  
Antecedents And Consequences

PurposeToday’s educational complexities require principals to adopt a more systemic perspective toward school management. Although research has emphasized the benefits associated with the holistic perspective of systems thinking, research in the educational field has been limited. The purpose of this paper is to investigate the mediating role of principals’ systems thinking (PST) in the relationships between instructional leadership (IL) and subject coordinators’ organizational commitment and job satisfaction.Design/methodology/approachData were collected by surveying a sample of 226 subject coordinators from different elementary schools randomly chosen in Israel. Subject coordinators completed questionnaires on their PST competencies, their principals’ IL, job satisfaction and organizational commitment. Structural equation modeling was used to test the research hypotheses.FindingsThe results confirmed the main hypotheses: PST did facilitate subject coordinators’ organizational commitment and job satisfaction. Findings also showed that PST mediated the relationship between IL and subject coordinators’ organizational commitment and job satisfaction.Originality/valueBy integrating research from both educational and non-educational literature, this study contributes to deepen our understanding regarding the antecedents and consequences of the PST as perceived by their subject coordinators, providing a broader leadership framework on their functions in today’s complex school systems.

scholarly journals The Relationship between Work Motivation, Job Satisfaction, and Employee Performance: The Moderating Role of Psychology Capital and The Mediating Role of Organizational Commitment

2021 ◽  
Vol 14 (2) ◽  
pp. 102
Author(s):  
Windu Astuti ◽  
Lia Amalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Capital ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Sample Technique ◽  
The Relationship

This study aims to determine the effect of work motivation, organizational commitment, and job satisfaction on employee performance. The effect of organizational commitment mediates the relationship between work motivation on employee performance and job satisfaction on employee performance and psychological capital, which moderates the relationship between job satisfaction and employee performance. The object of this research is the employees of the state civil apparatus. They work in government agencies in the education sector of the Directorate of Senior High Schools in Jakarta. This study uses a quantitative approach with one hundred and ten respondents, sampling using a saturated sample technique, and a questionnaire as a measuring tool. Data analysis used the Structural Equation Modeling (SEM) method to test the model's suitability in this study with the help of the SmartPLS version 3 application. The results of this study conclude that work motivation, organizational commitment, and job satisfaction affect employee performance, organizational commitment can mediate the relationship between job satisfaction and employee performance but cannot mediate the relationship between work motivation and employee performance, and psychological capital can moderate the relationship between job satisfaction with employee performance.

Narcissistic Leadership and Employees' Knowledge Sharing: Influence of Organizational Identification and Collectivism

2018 ◽  
Vol 46 (8) ◽  
pp. 1317-1329 ◽  
Author(s):  
Xiaohong Xiao ◽  
Fengzhong Liu ◽  
Fangfang Zhou ◽  
Silu Chen
Keyword(s):  
Knowledge Sharing ◽  
Organizational Identification ◽  
Structural Equation ◽  
Equation Modeling ◽  
Hierarchical Regression ◽  
Paired Data ◽  
Mediating Role ◽  
Negative Effect ◽  
The Relationship

We examined the effects of narcissistic leadership on employees' knowledge sharing by analyzing the mediating role of organizational identification and the moderating role of collectivism. Using structural equation modeling and hierarchical regression we analyzed 228 sets of paired data obtained from employees and their immediate supervisors at organizations in China. We found that narcissistic leadership had a negative effect on knowledge sharing among our respondents, and that organizational identification fully mediated the relationship between narcissistic leadership and knowledge sharing. Moreover, collectivism positively moderated the relationship between narcissistic leadership and knowledge sharing. Implications for research and practice are discussed.

scholarly journals Caring Climate, Komitmen Organisasi, Dan Kepuasan Kerja

2020 ◽  
Vol 18 (1) ◽  
pp. 94
Author(s):  
Yunus Ardian Priliyanto ◽  
Monika Palupi Murniati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Equation Modeling ◽  
Mediating Role ◽  
Climate Influences ◽  
And Gender

This study aims to analyze the effect of caring climate on employee performance by mediating variable job satisfaction and organizational commitment according to gender proportions. Caring climate is a way for people to make decisions that prioritize the welfare of all people. The sample of this study was 96 employees of Soegijapranata Catholic University Semarang. Fit test is conducted to find out whether the research model meets the structural equation model assumptions or not, the data is said to be fit after deleting 10 data, so that the remaining 86 sample data. This study uses SEM (Structural Equation Modeling) with the AMOS program. The results of this study are that Caring climate influences organizational commitment through the mediating role of job satisfaction, Caring climate influences employee performance through the mediating role of job satisfaction, but Caring climate does not affect employee performance through the mediating role of organizational commitment, Job satisfaction does not affect employee performance through the mediating role of organizational commitment, and Gender becomes a differentiator in the perception of male and female respondents towards caring climate, employee performance, job satisfaction and organizational commitment. Abstrak Penelitian ini bertujuan untuk menganalisis pengaruh caring climate terhadap kinerja karyawan dengan mediasi variabel kepuasan kerja dan komitmen organisasi menurut proporsi gender. Caring climate merupakan cara orang dalam mengambil keputusan yang mengutamakan kesejahteraan semua orang. Sampel penelitian ini adalah 96 karyawan Universitas Katolik Soegijapranata Semarang. Uji fit dilakukan pertama untuk mengetahui model penelitian memenuhi asumsi model persamaan struktural atau tidak, data dikatakan fit setelah menghapus 10 data, sehingga tersisa 86 data sampel. Penelitian ini menggunakan SEM (Structural Equation Modelling) dengan program AMOS. Hasil penelitian ini adalah Caring climate berpengaruh terhadap komitmen organisasi melalui peran mediasi kepuasan kerja, Caring climate berpengaruh terhadap kinerja karyawan melalui peran mediasi kepuasan kerja, tetapi Caring climate tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, Kepuasan kerja tidak berpengaruh terhadap kinerja karyawan melalui peran mediasi komitmen organisasi, dan Gender menjadi pembeda persepsi responden laki-laki dan perempuan terhadap caring climate, kinerja karyawan, kepuasan kerja dan komitmen organisasi.

Authentic leadership and employee performance: mediating role of organizational commitment

2019 ◽  
Vol 40 (5) ◽  
pp. 548-560 ◽  
Author(s):  
Ali Hadian Nasab ◽  
Leila Afshari
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Theoretical Foundations

Purpose The purpose of this paper is to investigate the effect of authentic leadership (AL) on employee performance (EP) and to examine the mediating role of organizational commitment (OC). Design/methodology/approach Data were obtained from all employees (216) of tourism agencies in Guilan province (Iran) using a 19-item survey. In total, 173 questionnaires were returned, yielding a response rate of 80 percent. A mediation model was outlined and tested using structural equation modeling. Findings The results showed that AL had a significant effect on EP and OC. The findings further demonstrated the significance of the relationship between OC and EP confirming the mediating role of OC. Practical implications This study suggests that managers can promote OC and consequently EP by adopting an AL style. In addition, the managerial and theoretical foundations generated by this study can be considered a solution for improving EP. Originality/value This study contributes to the EP literature by providing a plausible explanation of the mediating role of OC in connecting AL to EP.

scholarly journals Job Satisfaction as a Mediator of the Impact of Meeting Effectiveness on Organizational Commitment

2020 ◽  
Vol 55 (3) ◽  
Author(s):  
Ly Dan Thanh ◽  
Bui Quang Thong ◽  
Le Van Chon ◽  
Nhu-Ty Nguyen
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Equation Modeling ◽  
Mediating Role ◽  
Confirmatory Factor ◽  
Meeting Effectiveness ◽  
The Impact

Job satisfaction, leadership, meeting effectiveness, and organizational commitment have become the subjects of numerous research papers, due mainly to their vital roles in the development of organizations. We based our research on previous studies related to leadership, meeting effectiveness, job satisfaction, and organizational commitment and an empirical study. The authors emphasize the influence of leadership on meeting effectiveness and the impact of the mediating role of job satisfaction on the relationship between meeting effectiveness and organizational commitment, increasing more employees’ commitment to their organizations. Our research aims to show whether leadership has a positive effect on meeting effectiveness, how meeting effectiveness affects organizational commitment, and to what extent job satisfaction impacts this relationship. We used data collected in our analysis and created a questionnaire that was distributed to 249 respondents working at 34 Vietnamese organizations from a variety of sectors such as tax, banking, health service, airlines, education, and business. Using non-probability sampling with the calculation of exploratory factor analysis, confirmatory factor analysis, and structural equation modeling, the authors found that leadership significantly affects meeting effectiveness, and meeting effectiveness positively influences organizational commitment with the mediation of job satisfaction.

The Mediating Role of Psychological Empowerment in the Relationship Between Transformational Leadership and Organizational Identification of Employees

2020 ◽  
pp. 002188632092095 ◽  
Author(s):  
Suchandra Bose ◽  
Bhaswati Patnaik ◽  
Seemita Mohanty
Keyword(s):  
Transformational Leadership ◽  
Structural Equation Modeling ◽  
Organizational Identification ◽  
Structural Equation ◽  
Psychological Empowerment ◽  
Equation Modeling ◽  
Questionnaire Data ◽  
Mediating Role ◽  
The Relationship

The study examined the association between transformational leadership and organizational identification of employees. The relationship between transformational leadership and psychological empowerment and the possible mediating role of psychological empowerment in the relationship between transformational leadership and organizational identification of employees was also studied. A hypothesized model was developed to examine the relationship between the constructs. Sample for the study comprised 199 employees from the IT sector. Instruments used were Multi-factor Leadership Questionnaire, Smidts et al.’s (2001) Organizational Identification Questionnaire and Spreitzer’s (1995) Psychological Empowerment Questionnaire. Data were analyzed using SPSS and structural equation modeling in AMOS. It was indicated that transformational leadership had positive and significant impact on organizational identification as well as psychological empowerment of employees. Psychological empowerment acting as a mediator between these two constructs was established. It was found that the developed model would pave way for more attention toward psychological empowerment among leaders and employees in organization.

scholarly journals Harmonizing dependency and independence

2012 ◽  
Vol 25 (2) ◽  
pp. 453-476
Author(s):  
ByungJik Kim ◽  
MyungHo Chung
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Perceived Control ◽  
Structural Equation ◽  
Equation Modeling ◽  
Transformational Leaders ◽  
Mediating Role ◽  
Structural Relationships ◽  
The Relationship

Transformational leadership produces ambidextrous effects: followers' dependence on leaders and independent competence. These two effects represent affective and cognitive aspects of psychological process in the functioning of transformational leadership. This study examined the mediating role of trust and perceived control as the link between transformational leadership and organizational commitment. With analysis of data from 1,136 employees using structural equation modeling(SEM), we tested the hypothetical model explaining the structural relationships among the variables and interpreted the fitness and robustness of the suggested model. The results showed that (1) trust partially mediated the relationship between transformational leadership and organizational commitment, and (2) the relationship between transformational leadership and organizational commitment was also partially mediated by perceived control. The results suggest that transformational leaders need to harmonize both dependency and independence of followers. The implications and the directions for future studies were also discussed.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

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