scholarly journals Leadership styles and Its Impact on Employee Performance with a mediating effect of Organizational Commitment, An empirical study of NHA, Pakistan.

2020 ◽  
Vol V (III) ◽  
pp. 40-48
Author(s):  
Bushra Alvi ◽  
Aftab Haider ◽  
Tauqeer Ahmed
Keyword(s):  
Organizational Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Mediating Effect ◽  
Working Environment ◽  
Democratic Leadership ◽  
National Highway ◽  
Autocratic Leadership ◽  
The Relationship

The study was conducted to investigate the relationship between autocratic and democratic leadership on employee performance through the mediation of organizational commitment in National Highway Authority Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located, that is a filed study. Simple random sampling technique was used to carry out the research using structured questionnaires which were adopted from other researcher's studies. The questionnaires were based on five-point Likert scale measuring autocratic leadership, democratic leadership, Organizational Commitment, and employee performance. 217 questionnaires were distributed among middle-level employees of National Highway Authority out of which all 217 were useable. The data was analyzed using SPSS. The descriptive statistics indicated that autocratic leadership has a negative impact on employee performance but does show the significant effect with that the other variable democratic leadership shows a significant positive impact on employee performance whereas organizational commitment does mediate the relationship between independent variables i-e Autocratic leadership, Democratic leadership and dependent variable i-e Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

scholarly journals The Role of Strategic Leadership on Employee Performance with Mediating Effect of Employee Engagement: An Empirical Study of Higher Educational Commission Employees

2021 ◽  
Vol VI (II) ◽  
pp. 11-20
Author(s):  
Bushra Alvi ◽  
Aftab Haider ◽  
Muhammad Akram
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Positive Impact ◽  
Employee Performance ◽  
Middle Level ◽  
Mediating Effect ◽  
Working Environment ◽  
Strategic Leadership ◽  
Education Commission ◽  
The Relationship

The study was conducted to investigate the relationship of strategic leadership on employee performance through the mediation of employee engagement in the Higher Education Commission Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located that is a field study. A simple random sampling technique was used to carry out the research. The questionnaires were based on a five-point Likert scale measuring strategic leadership, employee engagement and employee performance. 167 questionnaires were distributed among middle-level employees of the Higher Education Commission, out of which 127 were useable. The data were analyzed using SPSS software. The descriptive statistics indicated that strategic leadership shows a significant positive impact on employee performance, whereas employee engagement does mediate the relationship between the independent variable, i.e., Strategic leadership, and dependent variable i-e, Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

scholarly journals MEDIATING EFFECTS OF EMPLOYEE COMMITMENT IN RELATIONSHIP BETWEEN TOXIC LEADERSHIP AND EMPLOYEES’ PERFORMANCE

2021 ◽  
Vol 9 (4) ◽  
pp. 56-64
Author(s):  
Muhammad Rahman Khan ◽  
Hamid Khan ◽  
Sajjad Ahmad Jan ◽  
Aziz Javad ◽  
Aman Ullah Khattak
Keyword(s):  
Organizational Commitment ◽  
Sample Size ◽  
Banking Sector ◽  
Employee Performance ◽  
Employee Commitment ◽  
Mediating Effect ◽  
Mediating Effects ◽  
Toxic Leadership ◽  
The Relationship

Purpose of Study: The study aimed to examine the mediating effects of employee commitment in the relationship between toxic leadership and employee performance in the context of the banking sector, KP, Pakistan. The study is expected to provide significant information to existing knowledge databases about the toxic leaders, organizational commitment, and employees’ performance. Methodology of Study: The cross-sectional design was used to conduct the study by using a 5-point Likert scale through the questionnaire to collect primary data from the high-level managers of selected commercial banks located south region of KP, Pakistan. The sample of 234 employees of both public/private sector banks was taken randomly as the sample. To compute sample, Yamane (1967) formula for selecting sample from finite population: n=population (566), level of significance, e = 0.05 & n=sample size, sample size (n) = N/1+Ne2 = 566/1+566(0.05), 2 = 234. Main Findings: The results of the study revealed that the significant and positive association among the research variables, the significant impact of the predictors on the criterion variable, and the significant partial mediating role of the employee commitment in the relationship between the toxic leadership and employees’ performance. Applications of Study: The current study focuses on examining the role of toxic leadership on employee performance with mediating effect of employee commitment within the banking sector of KP, Pakistan. This study's significance lies in the banking sector, desiring to acquire sustainable competitive advantage through increased employee performance and employee commitment. Novelty/Originality of Study: The expectation that organizational commitment can improve the relationship between toxic leadership and employee performance is missed to a certain extent in the educational context that is expected to offer a new contribution to an existing database of research.

Corporate governance and performance of medium-sized firms in Nigeria: does sustainability initiative matter?

2020 ◽  
Vol 20 (3) ◽  
pp. 401-427
Author(s):  
Babatunji Samuel Adedeji ◽  
Tze San Ong ◽  
Md Uzir Hossain Uzir ◽  
Abu Bakar Abdul Hamid
Keyword(s):  
Corporate Governance ◽  
Financial Performance ◽  
Financial Reporting ◽  
Structural Equation ◽  
Negative Impact ◽  
Positive Impact ◽  
Mediating Effect ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The non-existence of the corporate governance (CG) concept for practices by non-financial medium-sized firms (MSFs) in Nigeria informed. This study aims to determine whether CG practices influence firms’ performance and whether sustainability initiative (SI) mediates the relationship between CG and MSFs’ performance in Nigeria. Design/methodology/approach A total of 300 firms were selected on convenience sampling basis from South Western Nigeria using a structured questionnaire. The authors used Statistical Package for Social Sciences for exploratory data analysis and hypotheses were tested using covariance-based structural equation modelling. Findings The results show that CG has a significant positive effect on performance [financial performance (FNP) and non-financial performance (NFP)] and SI. SI has a mixed impact on performance, e.g. a significant positive impact on NFP but insignificant negative impact on FNP. Similarly, SI has a combined mediating effect in the relationship between CG and performance, e.g. fully mediates CG → NFP and does not mediate CG → FNP. Firms are to invest in social and environmental initiatives substantially. CG codes will complement the International Financial Reporting Standards for MSFs. Research limitations/implications This study supports the assumptions of theories (institutional, stakeholder and agency) as the basis for the usage of multiple approaches to determine the outcome of hypotheses, especially in developing climes. Practical implications The study contributes to CG and performance literature by examining the mediating effects of SI. The paper also shows the necessity to emphasise NFP aspect. Policymakers should evolve CG codes to encourage stakeholders to believe more in the corporate existence of MSFs for strengthening capital-base and quality personnel engagement. Originality/value To the best of the authors’ knowledge, this is one of the first empirical attempts showing the evidence on the relationship between CG and NFP in Nigeria.

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 Relationship between the Knowledge Heterogeneity and Innovation Performances of the Innovation Teams of College Students

2016 ◽  
Vol 12 (12) ◽  
pp. 181
Author(s):  
Dandan Yue ◽  
Wanming Chen
Keyword(s):  
College Students ◽  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Explicit Knowledge ◽  
Negative Impact ◽  
Positive Impact ◽  
Innovation Performance ◽  
Mediating Effect ◽  
Innovation Teams ◽  
The Relationship

Based on the questionnaire survey of 102 innovation teams of college students, the relationship among knowledge heterogeneity, knowledge sharing and innovation performances is studied. Empirical results show that explicit knowledge heterogeneity has a direct positive impact on innovation performance; the pseudo tacit knowledge heterogeneity not only has a direct positive impact on innovation performance, but also affects the innovation performance through the mediating effect of knowledge sharing; the true tacit knowledge heterogeneity has negative impact on innovation performance, and knowledge sharing is also an intermediate variable between the two.

scholarly journals Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

scholarly journals The Mediating Effect of Organizational Commitment in the Impact of Transformational Leadership Style on Employee Performance: A Study of Divisional Secretariats in the Jaffna District

2019 ◽  
Vol 9 (2) ◽  
pp. 116 ◽  
Author(s):  
Thaneswary Raveendran ◽  
Aruna Shantha Gamage
Keyword(s):  
Factor Analysis ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Employee Performance ◽  
Mediating Effect ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees’ job performance in the Divisional Secretariats in Jaffna District. 287 employees were selected for this study. Leadership styles were measured using MLQ Rater Form 5-x, employee performance was measured using job performance Scale and organizational commitment was measured using Organizational Commitment Questionnaire. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis performed to confirm the validly and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on organizational commitment. It was also found that organizational commitment doesn’t have a mediating effect in the impact of transformational leadership on employee performance. The findings also revealed that organizational commitment doesn’t have impact on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover larger samples and the other public sector organizations to better understand the relationship between the variables. 

Analisis Lingkungan Kerja, Karakteristik Individu dan Motivasi Pengaruhnya Terhadap Kinerja Karyawan (Studi pada PT. Swasta STIE Malangkucecwara Malang)

2017 ◽  
Vol 24 (2) ◽  
pp. 92
Author(s):  
Tita Boedi Astuti
Keyword(s):  
Work Environment ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Individual Characteristics ◽  
Working Environment ◽  
Individual Behaviors ◽  
Individual Traits ◽  
And Performance ◽  
The Individual

Work environment is where the employees work or perform activities, work environment can bring positive and negative impact for employees in the effort to achieve the results of work, a conducive working environment will bring a good impact for the survival of employees at work, and vice versa Positive impact will can understand individual behaviors such as co-workers, superiors, or subordinates. Individual backgrounds can make individual traits or individual characteristics that bring individuals within an organization's environment, especially the work environment. There is the opinion that motivation is a process that explains the intensity, direction and persistence of an individual to achieve his goals. We know that motivation is the result of interaction between the individual and the situation (in this case the work environment). Good employee performance, reflected in the work environment and motivated good employees too. Performance is the work of quality and quantity achieved by an employee in performing their duties in accordance with the responsibilities given to employees concerned, and performance is the result achieved by employee according to the size applicable to the work in question.

The effects of social responsibility and hypocrisy on the relationship among psychological contract violation, trust and perceived betrayal

2019 ◽  
Vol 31 (2) ◽  
pp. 241-261
Author(s):  
Chen Hai-Ming ◽  
Lan Li-Chi ◽  
Chiu Tao-Sheng ◽  
Fang Chen-Ling
Keyword(s):  
Social Responsibility ◽  
Psychological Contract ◽  
Negative Impact ◽  
Positive Impact ◽  
Mediating Effect ◽  
Content Type ◽  
Psychological Contract Violation ◽  
The Impact ◽  
The Relationship ◽  
Contract Violation

Purpose This paper aims to explore the impact of corporate social responsibility and hypocrisy on the relationship among psychological contract violation, trust and perceived betrayal. Design/methodology/approach This study used purposive sampling and selected students in Taiwan as the research participants. The theory of psychological contract violation and consumer awareness process in violation hypocrisy on psychological contract violation were used to investigate the effect of its impact on trust and perceived betrayal. Then, the moderating effect of social responsibility and hypocritical on trust, and the mediating effect of trust between psychological contract violation and perceived betrayal were analyzed. Findings The results indicated that hypocrisy had a significant and negative impact on psychological contract violation toward trust; hypocrisy had a significantly positive impact on psychological contract violation toward perceived betrayal; trust had a significantly negative impact on perceived betrayal; perceived betrayal had a significantly positive impact on both direct and indirect revenges; trust had a mediating effect between hypocrisy toward psychological contract violation and perceived betrayal; and higher hypocrisy would produce a stronger effect through trust on the relationships between hypocrisy toward psychological contract violation and perceived betrayal. Originality/value Perception of consumers would differ whenever there were failures of service recovery occurred; especially, stronger betrayal feeling would be perceived with the companies who emphasized social responsibility and did not carry out what they should do. Research results could be references for companies whom advertising and praising social responsibility.

scholarly journals Does Person-Organization Fit (P-O Fit) Mediate the Relationship Between Employee Job Satisfaction and Turnover Intention: The Case of Insurance Agents in Malaysia

2020 ◽  
Vol 10 (2) ◽  
pp. 117
Author(s):  
Oscar Dousin ◽  
Pei Sung Toh ◽  
Arsiah Bahron ◽  
Iklima Husna Abdul Rahim
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Negative Impact ◽  
Positive Impact ◽  
Critical Issue ◽  
Mediating Effect ◽  
Insurance Agents ◽  
Person Organization Fit ◽  
The Relationship

Turnover intention is becoming a critical issue in most organization. Employees’ are leaving their job due to an alternative job offer with an attractive salary and employment benefits, supportive supervisors and a better work environment. The study examines the relationship between job satisfaction on employee turnover intention as well as the mediating effect of person-organization (P-O) fit among insurance agents in Malaysia. The study adopts a quantitative research methodology by surveying 184 insurance agents in Sabah, Malaysia in 2019. Four hypotheses were tested with validated measures of job satisfaction (pay, supervision and communication), turnover intention and person-organization fit. The study revealed that job satisfaction (pay and supervision) has a significant and negative impact to turnover intention. In addition, job satisfaction (communication in organization) has a significant and positive impact to turnover intention. However, person-organization fit found to be not significantly mediates the relationship. The study suggested that organizations should acknowledge the importance of pay, supervision and communication in organization to improving employees’ motivation and retention in organization. The three elements of job satisfaction could improve and promote harmonious and positive work environment.

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