Relationship between the Authenticity Leadership of Soldiers and Organizational Commitment and Organizational Trust

2020 ◽  
Vol 3 (2) ◽  
pp. 17-32
Author(s):  
Hun-Gu Kwak ◽  
Kil-Ho Ryu
Keyword(s):  
Organizational Commitment ◽  
Organizational Trust

scholarly journals The Stress-Induced Impact of COVID-19 on Tourism and Hospitality Workers

2021 ◽  
Vol 13 (3) ◽  
pp. 1327
Author(s):  
Sung-Eun Kang ◽  
Changyeon Park ◽  
Choong-Ki Lee ◽  
Seunghoon Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Online Survey ◽  
Organizational Trust ◽  
Self Esteem ◽  
Work Related ◽  
Latex Gloves ◽  
Hospitality Organizations ◽  
Tourism And Hospitality

This study explores how COVID-19-induced stress (CID) influences organizational trust, job satisfaction, self-esteem, and commitment in tourism and hospitality organizations. A total of 427 tourism affiliated employees in South Korea participated in an online survey. Using structural equation modelling (SEM), the proposed conceptual model reveals that CID stress in tourism/hospitality employees is negatively related to organizational trust, job satisfaction, and self-esteem which, in turn, is positively related to organizational commitment. CID stress also indirectly affects organizational commitment. The findings have significant strategic implications for tourism and hospitality organizations‒specifically, the provision of instrumental resources (e.g., safety glasses, latex gloves, hand sanitizers, facial masks) to alleviate their employees’ work-related stress during pandemics.

How the exchange relationship affects employee commitment

2019 ◽  
Vol 38 (6) ◽  
pp. 501-516
Author(s):  
Y. Serkan Ozmen
Keyword(s):  
Organizational Commitment ◽  
Organizational Trust ◽  
Mediation Effect ◽  
Organizational Level ◽  
Economic Exchange ◽  
Manufacturing Companies ◽  
Exchange Relationship ◽  
Holistic View ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to analyze the impact of social and economic exchange relationships on organizational commitment in line with the mediation effect of organizational trust. Design/methodology/approach In order to test the hypotheses of the study, a survey was conducted on a sample of 213 employees who were working at manufacturing companies in Turkey. Findings The findings of the study reveal that both dimensions of the exchange relationship positively affect organizational commitment and these links are mediated by organizational trust. Research limitations/implications The study provides reliable scales to measure the social and economic exchange relationship between employees and employing organizations. Although the sample of the study was relatively small and drawn from a single country, the Cronbach’s α values of scales were obtained above the recommended threshold value. Practical implications Organizational leaders might adopt an exchange perspective to build a trustworthy relationship with their employees. Developing such a mindset is very important at an employment structure, which has become highly flexible and contingent during the last decades. Originality/value The study attempts to distinguish the twofold nature of the exchange relationship in organizations based on a theoretical model to reveal the impact of each dimension on organizational level outcomes in conjunction with the mediating role of trust. In doing so, the study contributes to the literature by incorporating social and economic exchange in a holistic view as well as defining each dimension in a broader sense by including some employee-related challenges of business organizations such as diversity, social responsibility, leadership, ethical culture and so on.

Corporate social responsibility and organizational commitment: effects of CSR attitude, organizational trust and identification

2020 ◽  
Vol 15 (3) ◽  
pp. 255-272
Author(s):  
Nimmy A. George ◽  
Nimitha Aboobaker ◽  
Manoj Edward
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Social Exchange ◽  
Indirect Effect ◽  
Affective Commitment ◽  
Organizational Trust ◽  
Content Type ◽  
Serial Mediation ◽  
Corporate Social

Purpose Drawing from the social identity theory and social exchange theory, the purpose of this study is to examine the intervening mechanisms linking perceived corporate social responsibility (CSR) and employees’ affective organizational commitment. It is proposed that organizational trust (OT) and organizational identification (OID) would serially mediate the aforementioned relationship. Furthermore, this paper attempts to understand how employees’ attitude toward the importance of CSR (ICSR), moderates the linkages under the focus of this study. Design/methodology/approach This descriptive study was conducted among a sample of 519 employees working in the manufacturing sector in India. Self-reporting standardized questionnaires were administered among the respondents, who were selected through the judgment sampling method. Measurement model analysis was done using IBM AMOS 24.0 and Hayes’ PROCESS macro 3.0 (Models 6 and 84) was used for testing the serial mediation and moderated serial mediation. Findings Results revealed a significant indirect effect of all dimensions of CSR on employees’ affective commitment, serially mediated through OT and OID. The conditional indirect effects varied significantly and it was identified that CSR to customers and CSR to employees had a significant conditional indirect effect on affective commitment, through attitude toward the ICSR, OID and OT. However, the conditional indirect effect of CSR to social and non-social stakeholders on affective commitment was not statistically significant. Originality/value This study is pioneering in conceptualizing and empirically testing an integrated theoretical framework that models the influences of perceived CSR, employees’ attitude toward the ICSR, OID and OT on their affective commitment toward the organization. CSR plays a vital role in strengthening the employer-employee relationship and managers should facilitate a work environment that befits the alignment of organizational and individual ethics and values.

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