Organizational Empowerment and Turnover intensions:A mediation of Job Satisfaction and Affective Commitment. A Case of Hattar industries, Pakistan

Empowerment has never been something handed from one person to another or passed from employer to employee but it is a complex process, which needs a vivid vision and clear understanding for managers and employees. It is a technique and tool for the retention of employees.This quantitative study is done to examine the affect of organisational empowerment on turnover intensions by way of mediation of job satisfaction and affective commitment.Direct and indirect affects of variables are examined while conducting the study among employees of Hattar industries located in Punjab, Pakistan.Cross sectional design is addopted and primary data is collected through standardised questionnaires on five point likert scale. A total of 220 employees working at middle level management of Hattar industries, were chosen randomly. Correlation is applied in order to findout the strength of relationship between variables.The data was analysed on the basis of SEM (structural equation modeling) technique by using AMOS. Findings depicted the positive relationship between organizational empowerment with the variables job satisfaction and affective commitment. The result also indicates that there is a significant mediating influence of job satisfaction and affective commitment in the relationship between organizational empowerment and turnover intensions. Practical/managerial implications of this study revealed that organizations should foster to give empowerment to their workers if they want to retain them so that, they will be satisfied enough, will remain committed to work and will have lower intensions to leave the job that will better contribute in boosting up the overall performance of the organization.

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Organizational culture as a moderator between affective commitment and job satisfaction

International Journal of Public Sector Management ◽

10.1108/ijpsm-03-2017-0078 ◽

2018 ◽

Vol 31 (2) ◽

pp. 184-206 ◽

Cited By ~ 6

Author(s):

Shilpi Saha ◽

Saraf Pavan Kumar

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Social Exchange ◽

Time Management ◽

Structural Equation ◽

Affective Commitment ◽

Working Hours ◽

Middle Level ◽

Equation Modeling ◽

Content Type

Purpose The purpose of this paper is to investigate the moderating role of organizational culture in affective commitment and job satisfaction relationship. Design/methodology/approach Responses were collected from 712 employees working in nine different Indian central public sector enterprises /state-owned enterprises (SOEs) by using a questionnaire-based survey. Theoretical analysis is based on social exchange theory and managerial grid theory. Data were analyzed by using partial least squares structural equation modeling. Findings The establishment of organizational culture as a moderator in Indian organizations is unique. This study has utilized data from employees working in different departments of organizations to provide unbiased responses. The results demonstrate that impact of affective commitment on employees’ job satisfaction is moderated by supportive and innovative cultures. Additionally, this research also proves that bureaucratic culture does not play a crucial role in moderating the relationship between organizational commitment and employees’ job satisfaction. Research limitations/implications Results are relevant to top-level and middle-level management in which people are involved in the governance of the organization, both directly and indirectly. There should be fixed working hours and optimum time management. Due to growing pressure, few employees who have personal obligations toward their families, such as nursing mothers and stressed individuals, should be provided with flexible working hours. In this way, culture can become supportive to cater to different needs of employees. Originality/value Till date, organizational culture as moderator has received very less attention in India. The establishment of organizational culture as a moderator in Indian SOEs is unique. The results add to the growing literature of commitment from non-western context as this study is based on Indian samples. This study has utilized data from employees working in different departments of organizations to provide unbiased responses.

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Analisa Pengaruh Professionalism dan Rewards Terhadap Job Satisfaction Serta Implikasinya Pada Organizational Commitment; Telaah Pada Sopir Taksi Konvensional Bandara Soekarno-Hatta

Jurnal Manajemen ◽

10.31937/manajemen.v9i2.716 ◽

2018 ◽

Vol 9 (2) ◽

pp. 1-17

Author(s):

Aldo Winata

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Structural Equation ◽

Sampling Technique ◽

Positive Influence ◽

Primary Data ◽

Equation Modeling ◽

Taxi Driver ◽

Probability Method ◽

Positive Effect

Jakarta is the place where the largest number of land transportation in Indonesia, according to Djarot in Kompas.com article, vehicles every day increased about 1500 units. And according to an article from Liputan 6, revenue from conventional taxi drivers dropped dramatically after the entry of online transport by 40-50% during 2016 due to the entry of online transport. Conventional taxi companies must immediately anticipate this phenomenon so that their human resources can survive in the company. The purpose of this research are first, to know is there a positive effect from professionalism factors to organizational commitment and job satisfaction. Second, to know job satisfaction factors have a positive effect to organizational commitment. And the last is to know is there a positive effect from rewards factors to job satisfaction and organizational commitment’s factors. This research uses descriptive method with non-probability method. Through judgmental sampling technique, primary data collection was obtained from questionnaire distribution to conventional taxi driver of Soekarno-Hatta Airport. The data has been collected and then obtained by using Structural Equation Modeling (SEM). The result of this research indicates that there is positive influence from professionalism to organizational commitment but the data do not support the hypothesis, there is positive influence from professionalism to job satisfaction, but there’s negative effect between job satisfaction and organizational commitment, there is positive relation of rewards to job satisfaction, Finally there is a positive effect of rewards on organizational commitment. Keywords: organizational commitment, professionalism, rewards, job satisfaction, ecommerce, conventional taxi driver.

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PENGARUH PELATIHAN, KOMPETENSI, MOTIVASI DAN KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DENGAN PENDIDIKAN SEBAGAI PEMODERATOR PADA BALAI PENDIDIKAN DAN PELATIHAN APARATUR KEMENTERIAN KELAUTAN DAN PERIKANAN

Eqien: Jurnal Ekonomi dan Bisnis ◽

10.34308/eqien.v5i2.59 ◽

2018 ◽

Vol 5 (2) ◽

pp. 37-49

Author(s):

Wahyu Yulianto

Keyword(s):

Job Satisfaction ◽

Performance Appraisal ◽

Structural Equation ◽

Secondary Data ◽

Primary Data ◽

Equation Modeling ◽

Training Centre ◽

Competence Motivation ◽

The Impact ◽

Mediator Variable

The study purpose is to analyse the impact of training, competence, motivation and leadership towards performance either directly or through job satisfaction as a mediator variable. As many as 55 staff are considered as respondents in this research, and census method is used as the sampling method. Primary data in this study were collected through questionnaires and analyzed using Likert Scale. Secondary data are obtained from the organization structure Sukamandi Apparatus Training Centre (BDA), performance appraisal, staff attendance, information system and personnel management. Structural Equation Modeling Analisis of Moment Structures (SEM-AMOS) is used to process and analyze data. This study shows staff with high education, competence and leadership have a significant effect on performance, While the job satisfaction is significant in mediating the influence of training, competence and leadership on performance. Next on the employee with low education, training, competence, motivation and leadership have a significant influence on performance, while job satisfaction is significant in mediating the effect of competence and leadership on staff performance. Keywords: training, competence, motivation, leadership, job satisfaction, performance

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How does corporate association influence consumer brand loyalty? Mediating role of brand identification

Journal of Product & Brand Management ◽

10.1108/jpbm-07-2015-0932 ◽

2016 ◽

Vol 25 (7) ◽

pp. 629-641 ◽

Cited By ~ 16

Author(s):

Mobin Fatma ◽

Imran Khan ◽

Zillur Rahman

Keyword(s):

Brand Loyalty ◽

Structural Equation ◽

Affective Commitment ◽

Equation Modeling ◽

Brand Identification ◽

Content Type ◽

Mediating Role ◽

Corporate Associations ◽

Corporate Ability ◽

Managerial Implications

Purpose The aim of this study is to investigate the influence of two types of corporate associations – corporate ability (CA) and corporate social responsibility (CSR) – on consumer brand loyalty in retail banks in India. Design/methodology/approach A survey on 489 banking consumers was carried out. To achieve research objectives, test hypotheses and analyze data, structural equation modeling was used. Findings The findings show that CA and CSR associations were found to have positive and indirect influences on consumer brand loyalty through brand identifications. This indicates that the process of corporate association transforming into loyalty is much more complicated, and there are other factors influencing this process, making brand identification necessary for achieving customer brand loyalty. Research limitations/implications The results presented in this study have important managerial implications for banking companies in India. The findings demonstrate the importance of CA and CSR associations in the present business scenario and highlight the need to successfully implement them in management policies. Originality/value This study contributes to the existing body of literature by highlighting the influence of brand identification on brand loyalty through affective commitment and satisfaction.

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The Dark Side of Environmental Sustainability in Projects: Unraveling Greenwashing Behaviors

Project Management Journal ◽

10.1177/87569728211042705 ◽

2021 ◽

pp. 875697282110427

Author(s):

Qinghua He ◽

Zilun Wang ◽

Ge Wang ◽

Jianxun Xie ◽

Zhen Chen

Keyword(s):

Environmental Sustainability ◽

Structural Equation ◽

Qualitative Comparative Analysis ◽

Dark Side ◽

Primary Data ◽

Equation Modeling ◽

Fraud Triangle ◽

Positive Effects ◽

Managerial Implications ◽

Triangle Theory

Greenwashing behaviors (GWBs) are positive environmental communications in combination with poor environmental performance. Using fraud triangle theory, this study investigated the effects of three types of factors (pressures, opportunities, and rationalizations) that shape contractor GWBs. Primary data from 586 respondents were analyzed using structural equation modeling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA). The SEM results indicate positive effects for these factors with the exception of isomorphic pressures and reveal the mediating role of rationalization. The fsQCA results present three configurational models that trigger GWBs. Theoretical and managerial implications are provided that shed new light on facilitating environmental sustainability in projects.

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Participatory HRM and firm performance

Employee Relations ◽

10.1108/er-05-2018-0147 ◽

2019 ◽

Vol 41 (5) ◽

pp. 1098-1119 ◽

Cited By ~ 1

Author(s):

Neha Gahlawat ◽

Subhash C. Kundu

Keyword(s):

Firm Performance ◽

Organizational Climate ◽

Structural Equation ◽

Affective Commitment ◽

Intention To Leave ◽

Employee Attitudes ◽

Primary Data ◽

Equation Modeling ◽

Content Type ◽

The Relationship

Purpose The purpose of this paper is to examine the relationship between participatory HRM and firm performance through a series of mediators. Design/methodology/approach Primary data were collected from 569 respondents belonging to 207 organizations operating in India. Structural equation modeling and bootstrapping via PROCESS were used to analyze the hypothesized relationships between participatory HRM and firm performance. Findings The study has highlighted that participatory HRM in the form of self-managed teams, flexible work arrangements and empowerment results in better organizational climate, heightened affective commitment, reduced intention to leave and enhanced firm performance. Furthermore, it has been established that organizational climate, affective commitment and intention to leave serially mediate the relationship between participatory HRM and firm performance. Practical implications The study gives strong indications that adopting bundle of participatory HRM practices is beneficial for generating positive organizational climate, enhanced employee attitudes and superior firm performance. Originality/value By establishing serial mediation through organizational climate, affective commitment and employees’ intention to leave, this study brings new insights into the interpretation of underlying mechanism existing between participatory HRM and firm performance, thus uniquely contributes to the HRM and OB literature.

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The Study on Work Life Balance as mediating variable of Workload and Job Satisfaction on Jember University’s Educational Contract Staff Employees

International Journal of Scientific Research and Management ◽

10.18535/ijsrm/v8i08.em01 ◽

2020 ◽

Vol 8 (08) ◽

pp. 1912-1923

Author(s):

Wahyudi Fitriyanto ◽

Andi Sularso ◽

Diah Yulisetiarini

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Work Life ◽

Mediating Effect ◽

Work Life Balance ◽

Primary Data ◽

Equation Modeling ◽

Teaching Staff ◽

Life Balance ◽

The University

University of Jember is a large State University with many students registered at Jember University, with the large number of students, it needs teaching staff (lecturers) and education staff in their daily education activities. Teaching and learning activities at the University of Jember starts from early morning hours until the evening so that impact on the workload of educational staff. At work, most people begin to feel there is something else that must be considered in addition to work, namely daily life. Lack of work-life balance is one of the triggers for stress. When an individual does not maintain balance and work too much in an organizational setting, this can lead to psychological and behavioral consequences, as well as low job satisfaction as a result of his/her productivity will also be low. This study aims to analyze mediating effect of Work Life Balance on the relationship between Workload and Job Satisfaction of Employees in Education Contract Staff at the University of Jember. The data used in this study are primary data using questionnaires on 106 respondents determined using purposive sampling technique. Researcher determines the sample taken is the University of Jember education contract staff who work more than 1 year and have shifts work schedules outside regular working hours several days a week. The analytical method used is Structural Equation Modeling (SEM) analysis. The results showed that workload and Work life balance had a significant effect on job satisfaction of Education Contract Employees at Jember University.

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Psychological empowerment and job satisfaction of accountants: the mediating effect of task performance

International Journal of Organizational Analysis ◽

10.1108/ijoa-08-2020-2360 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Ashish Varma ◽

Gunjan Malhotra

Keyword(s):

Job Satisfaction ◽

Emerging Markets ◽

Task Performance ◽

Structural Equation ◽

Psychological Empowerment ◽

Mediating Effect ◽

Primary Data ◽

Equation Modeling ◽

Business Practices ◽

Content Type

Purpose This study aims to ascertain the mediating effect of task performance (TP) on the linkage between the psychological empowerment (PE) and job satisfaction (JS) of professional accountants. Design/methodology/approach Primary data was collected through a questionnaire-based survey of 132 professional accountants who were the units of analysis for the study. These accountants were domiciled in 11 Indian cities and worked in both service and manufacturing firms. The data was analyzed using the partial least squares structural equation modeling method. Findings The study found that TP mediated the linkage between PE and JS, although, contrary to observations in developed economies, one of its sub-constructs – competence – displayed no such mediation capability. Counterintuitively, it was empirically observed that the accountants’ gender had no bearing on the mediating effect of TP. Originality/value The study makes three distinct contributions. First, it empirically confirms that the intrinsic motivation theory applies to accountants in the context of operations in emerging markets. Second, the paper contributes to the accounting behavioral literature by observing that competence, as a sub-dimension of the PE construct, does not significantly impact the JS level of accountants. Finally, the study also contributes to the development of sound business practices by confirming that gender differences do not impact the satisfaction levels of accountants in emerging markets.

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PENGARUH KOMPENSASI TERHADAP RETENSI KARYAWAN MELALUI KEPUASAAN KERJA DAN KOMITMEN AFEKTIF PADA BEBERAPA RUMAH SAKIT DI DKI JAKARTA

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v7i1.527 ◽

2014 ◽

Vol 7 (1) ◽

pp. 199

Author(s):

Diah Puji Astuti ◽

Mutiara Sibarani Panggabean

Keyword(s):

Job Satisfaction ◽

Structural Equation ◽

Employee Retention ◽

Affective Commitment ◽

Compensation Effect ◽

Positive Influence ◽

Equation Model ◽

Primary Data ◽

Work Attitude ◽

Type C

This research refers to a previous study conducted by Anis et al., (2011); Chee Hong et al., (2012) and completed by Lamba & Choudhary (2013). This research is about “Compensation effect on the retention of employees through job satisfaction and affective commitment in several hospitals in Jakarta”. The background of this research is to analyze the Employee Retention refers to the policy of the hospital to prevent the employee out of the hospital. The purpose of this research was to examine the effect of Compensation for Employee Retention Through Work Attitude. The design of this research using primary data obtained by distributing questionnaires to 105 Hospital of type C in Jakarta. Data analysis method used is Structural Equation Model (SEM). The results of this research concluded that there is a positive influence through the Employee Retention Compensation for Work Attitude. Keywords: Compensation, Employee Retention, Job Satisfaction, Affective commitment, Hospital

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PENGARUH PERSEPSI PEGAWAI MENGENAI OUTSOURCING TERHADAP KEPUASAN KERJA DAN TURNOVER INTENTION

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v8i2.1595 ◽

2016 ◽

Vol 8 (2) ◽

pp. 115

Author(s):

Retno Sari Murtiningsih

Keyword(s):

Job Satisfaction ◽

Human Resource ◽

Turnover Intention ◽

Structural Equation ◽

Sampling Technique ◽

Primary Data ◽

Equation Modeling ◽

Survey Method ◽

Increase Productivity ◽

The Impact

The Background of this research was the trend of companies’ outsourcing human resource (expertise and specialists) to accomplish tasks more cheaply and efficiently to increase productivity. The objective of this research was to find out the impact of employees’ perception of outsourcing human resource on their job satisfaction and turnover intention. To achieve this objective the quantitative research has been done by using explanatory survey method. The design of this research applies quantitative approach. The samples for the study consisted of 115 human resource division employees of three Banks in Jakarta. The primary data in this research was obtained by using closed ended questionnaires. Non probability sampling method with the convenience sampling technique was employed to select the sample. Data analysis used in this research was Structural Equation Modeling (SEM). The result of this research concludes that employees’ positive perception of outsourcing human resource increases their job satisfaction and decreases their turnover intention whereas negative perception of outsourcing human resource decreases job satisfaction and subsequently increases turnover intention. Based on the result of the research, it is important that a company outsource human resource to increase productivity.

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