scholarly journals THE EFFECT OF AFFECTIVE ORGANIZATIONAL COMMITMENT TOWARDS INNOVATION CAPABILITY AND ITS IMPACT TO JOB PERFORMANCE IN FAMILY BUSINESS

2020 ◽  
Vol 9 (2) ◽  
pp. 99-110
Author(s):  
Yohana Cahya Wibowo ◽  
Natalia Christiani
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Family Business ◽  
Original Data ◽  
Business Community ◽  
Innovation Capability ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
Proposed Model

The purpose of this research is to find out about the effect of affective organizational commitment towards innovation capability and its impact to job performance in family business. Methodology – the original data was taken through an online questionnaire with 100 respondents who are members of Family Business Community in Universitas Ciputra along with the non-members. The SmartPLS 3.0 Statistics Program was used to test the proposed model. Findings– Result shows that affective organizational commitment significantly affects innovation capability and job performance and innovation capability significantly affects job performance.

scholarly journals THE ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT IN JOB INSECURITY AND PERFORMANCE

2018 ◽  
Vol 58 (4) ◽  
pp. 393-404 ◽  
Author(s):  
SERGIO ANDRÉS LÓPEZ BOHLE ◽  
MARIA JOSÉ CHAMBEL ◽  
FELIPE MUÑOZ MEDINA ◽  
BRUNO SILVA DA CUNHA
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Job Insecurity ◽  
Cross Sectional Study ◽  
Retail Sector ◽  
Affective Organizational Commitment ◽  
Cross Sectional ◽  
The Relationship

ABSTRACT In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker's expectations toward the organization.

scholarly journals The Mediating Effects of Organizational Commitment on the Relationship between Transformational Leadership Style and Job Performance

2015 ◽  
Vol 11 (1) ◽  
pp. 231 ◽  
Author(s):  
Dhaifallah Obaid Almutairi
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Affective Organizational Commitment ◽  
Mediating Effects ◽  
Transformational Leadership Style ◽  
Female Nurses ◽  
The Relationship ◽  
Larger Sample

<p><span lang="EN-US">Nurses are considered the most valuable assets in hospitals, and leadership style is one of the determinants that can affect their performance. 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 among Saudi female nurses. Four hospitals located in Riyadh and 227 Saudi female nurses were selected for this study. The results indicate that transformational leadership style is positively correlated with job performance and affective organizational commitment. The findings also reveal that affective organizational commitment mediates the relationship between transformational leadership style and job performance. This study recommends that hospital management should provide the groundwork for instilling transformational leadership styles and mangers should pay more attention to their leadership style in order to enhance job performance. This study also suggests further research that would include different measures and a larger sample as well as other areas, which could result in better understanding of the relationship between the variables.</span></p>

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

scholarly journals A Better Understanding of Relationship between Job Satisfaction and Affective Organizational Commitment

2019 ◽  
Vol 8 (2S10) ◽  
pp. 293-296
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Positive Impact ◽  
Affective Organizational Commitment ◽  
The Public ◽  
Equation Modelling ◽  
Proposed Model

The public sector in UAE is the focus of this paper. Applying the concept of job satisfaction to examine its effect on employees’ affective organizational commitment. The data was collected from 452 officers from 7 sectors in the ministry of interior in UAE and analysed using structural equation modelling via SmartPLS 3.0. The result showed that job satisfaction has a positive impact on affective organizational commitment. The proposed model explained 11.4% of the variance in employees’ affective organizational commitment.

When Does Affective Organizational Commitment Lead to Job Performance?: Integration of Resource Perspective

2018 ◽  
Vol 47 (4) ◽  
pp. 380-393 ◽  
Author(s):  
Qiong Wang ◽  
Qingxiong (Derek) Weng ◽  
Yifan Jiang
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Task Performance ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Occupational Commitment ◽  
Affective Organizational Commitment ◽  
Using Data ◽  
Organizational Tenure ◽  
The Relationship

To address the inconsistent findings on the relationship between affective organizational commitment and job performance, this study examines whether this relationship depends on employee’s occupational commitment and organizational tenure as measured by the stage of their employment (trial stage vs. stabilization stage). Existing evidence has shown that employees with high affective organizational commitment possess a greater willingness to exhibit higher levels of both task performance and organizational citizenship behaviors (OCBs). Integrating social exchange and resources perspectives, we argue that the actualization of such willingness is driven by the perceived value of the resources generated from this behavior. Two specific hypotheses were tested using data from 326 participants (mean age = 26.44; SD age = 4.21; 58.1% male) across two time periods. As hypothesized, occupational commitment moderated both the organizational commitment–task performance and organizational commitment–OCB relationships, while organizational tenure stage only moderated the latter link. Theoretical and practical implications are discussed.

scholarly journals Work–Family Conflict and Job Outcomes for Construction Professionals: The Mediating Role of Affective Organizational Commitment

2020 ◽  
Vol 17 (4) ◽  
pp. 1443 ◽  
Author(s):  
Jiming Cao ◽  
Cong Liu ◽  
Guangdong Wu ◽  
Xianbo Zhao ◽  
Zhou Jiang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Structural Equation ◽  
Affective Organizational Commitment ◽  
Job Outcomes ◽  
Family Conflicts ◽  
Mediating Role ◽  
Work Family

This study developed and tested a model, which involves the effects of work–family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work’s interfering with family life and family life’s interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work–family conflicts on job satisfaction. This study advances our understanding of how or why work–family conflicts produce dysfunctional effects on employees’ job outcomes in the context of construction projects.

scholarly journals Organizational Commitment and Job Performance: Examining the Mediating and Moderating Roles of Organizational Citizenship Behaviour and Leadership Styles

2020 ◽  
Vol 10 (4) ◽  
pp. 93
Author(s):  
ERIC COBBINAH ◽  
ALBERT HENRY NTARMAH ◽  
ANTHONY FRANK OBENG ◽  
PRINCE EWUDZIE QUANSAH
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Styles ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Affective Organizational Commitment ◽  
Performance Examining ◽  
The Relationship

Though a significant number of studies in organizational behaviour literature have shown a positive relationship between affective organizational commitment and job performance, the findings of some studies indicate that the relationship varies. This highlights the presence of mediator and moderator variables. Our study seeks to clarify when and why affective organizational commitment is more or less related to job performance by investigating the mediating role of organizational citizenship behaviour and the moderating effect of leadership styles (transactional and transformational) on this relationship. Using a quantitative survey we sampled 556 workers from the Metropolitan, Municipal and District Assemblies in Ghana. The empirical results from hierarchical multiple linear regressions showed a positive relationship between affective commitment and job performance whilst OCB also mediated this relationship. The moderation analysis revealed that leadership styles (transformational and transactional) strengthened the positive relationship between affective commitment and job performance with transactional leadership the most effective leadership style. The outcome of our study suggest that, though affective commitment positively relates with job performance the relationship varies with the leader’s leadership style. We realized that within the local government context in Ghana, organizational commitment is more closely or strongly related to job performance when leaders (MMDCEs/mayors) transactional rather than transformational leadership is high. The practical contributions of this study are thoroughly discussed.

Structural relationships among transformational leadership, affective organizational commitment, and job performance: the mediating role of employee engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiwon Park ◽  
Soo Jeoung Han ◽  
Jiyoung Kim ◽  
Woocheol Kim
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Employee Engagement ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Full Time ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Structural Relationships

Purpose The purpose of this paper is to investigate the structural relationships among transformational leadership, affective organizational commitment and job performance, as well as the mediating effect of employee engagement on their relationships. Design/methodology/approach To examine the structural relationships among the research variables, structural equation modeling analysis and bootstrap estimates were performed using the data of 600 full-time employees working in Korean private organizations. Findings The results of the data analysis suggest that transformational leadership had a significant impact on employee affective organizational commitment and job performance through employee engagement as a mediator. Specifically, employee engagement partially mediated the mechanism in which transformational leadership affects employee affective organizational commitment, whereas there existed a full mediation of the association between transformational leadership and job performance. Practical implications The study finding suggested that transformational leadership was the key catalyst in both encouraging affective organizational commitment and task performance of employees throughout the mediator, employee engagement. Thus, organizations need to create a safe and positive environment that promotes employee engagement and should offer interventions for leaders to build skill sets of transformational leadership. Originality/value Because previous studies had explored the impacts of transformational leadership on employee positive attitude and job performance separately, there is little known about how these three constructs correlate. By investigating the impacts of transformational leadership on attitude and performance simultaneously in this study, this study expanded to the extant literature by providing better understanding of transformational leadership. Moreover, given that articles on transformational leadership have been limited in the HRD literature, findings of this study can offer trustworthy information for HRD practice and encourage HRD scholars to explore transformational leadership-related research.

Organizational/occupational commitment and organizational/occupational turnover intentions

2015 ◽  
Vol 44 (4) ◽  
pp. 470-491 ◽  
Author(s):  
Amna Yousaf ◽  
Karin Sanders ◽  
Qaisar Abbas
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Electronic Mail ◽  
Turnover Intentions ◽  
Occupational Commitment ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
Content Type ◽  
Meaningful Relationship ◽  
Percent Response Rate

Purpose – The purpose of this paper is to draw meaningful relationship between two foci of commitment (i.e. affective organizational and affective occupational) and two types of turnover intentions (i.e. organizational and occupational turnover intention). Design/methodology/approach – Using random sampling approach, the authors collected data from both academic and support staff of a Dutch university. An online questionnaire was developed and sent through electronic mail to 752 of the total employees. A total of 153 employees responded; yielding approximately 21 percent response rate. Findings – The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other. Affective organizational commitment was negatively related to organizational turnover intention and this relationship was buffered by affective occupational commitment. Affective occupational commitment was negatively related both to occupational and organizational turnover intention. Last study hypothesis, however, could not gain support as affective organizational commitment did not moderate the affective occupational commitment-occupational turnover intention relationship. Research limitations/implications – Theoretical and practical implications of the study are discussed in the end. Originality/value – The study poses some valuable contributions to the existing body of literature by exhibiting the role affective occupational commitment in the models of organizational turnover intention and that of affective organizational commitment in occupational turnover intention models which has been over looked so far.

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