The Effects of Human Resource Practices on Job Satisfaction: The Mediating Role of Affective Organizational Commitment and Organizational Identification (Study on Millennial Generation Employees in Indonesia)

Purpose The purpose of this study is to empirically test the impact of resilience-enhancing human resource practices on job satisfaction and organizational commitment with the mediating role of employee resilience. Design/methodology/approach With a quantitative approach, structural equation modeling was used to test the hypothesis. Data was collected with a survey method from 326 bankers of Pakistan. Data was diagnosed with all reliability and validity tests and significance was tested with bootstrapping. Smart-PLS software was used. Findings Results revealed that there is a partial mediating impact of employee resilience in the relationship of resilience-enhancing human resource practice and job satisfaction. For resilience-enhancing human resource practice and organizational commitment, employee resilience plays a partial mediating role. Research limitations/implications This study is confined to bankers only and a limited sample is used. However, it significantly provides a contextual base for further theoretical development in the research of employee resilience. Practical implications This paper recommends the banking sector of Pakistan for paying extra heed toward resilience-enhancing human resource practices, as it only augments much-needed resilience among employees but also ultimately results in greater job satisfaction and commitment. Originality/value This study is the first of the kind in the banking sector of Pakistan to explore resilience-enhancing practices.

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The Impact of Human Resource Practices on Employees' Performance through Job Satisfaction at Saudi Ports Authority Based on the Assumption of Maslow Theory

International Journal of Engineering and Advanced Technology - Regular Issue ◽

10.35940/ijeat.e1037.0585c19 ◽

2019 ◽

Vol 8 (5C) ◽

pp. 245-253

Keyword(s):

Job Satisfaction ◽

Human Resource ◽

Primary Data ◽

Human Resource Practices ◽

Port Authority ◽

Cargo Handling ◽

Mediating Role ◽

Data Survey ◽

The Impact

Saudi Ports is one of the busiest seaports in the world and the biggest ports in the Middle East.It has the largest and most diversified economy in the Middle East with industrial exports that are internationally oriented. The Port Authority played a great role to increase the economics of the country through, cargo handling Imports and exports goods. Saudi Ports Authority has nine main ports on the two cost of the kingdom which achieved 95% of export and imports goods through the kingdom’s seaports while 55% of the cargo handled is exported. however, cargo’s over stock is the main issue that recently came up which raise the price of cargo’s handle up to 200%, which as a result of lack of job satisfaction among employees in cargo section and lack appropriate human resource practices. Therefore, our study takes a step to examine the role of human resource practice on employee’s performance and also the mediating role of job satisfaction in the relationship between human resource practices and employee’s performance in Saudi Port Authority. Moreover, this study will validate of the assumption of Maslow theory. This study will be based on primary data (survey Questionnaire)

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The Impact of Human Resource Practices on Employees' Performance through Job Satisfaction at Saudi Ports Authority Based on the Assumption of Maslow Theory

International Journal of Recent Technology and Engineering - 2 ◽

10.35940/ijrte.b1092.0982s919 ◽

2019 ◽

Vol 8 (2S9) ◽

pp. 400-408

Keyword(s):

Job Satisfaction ◽

Human Resource ◽

Primary Data ◽

Human Resource Practices ◽

Port Authority ◽

Cargo Handling ◽

Mediating Role ◽

Data Survey ◽

The Impact

Saudi Ports is one of the busiest seaports in the world and the biggest ports in the Middle East.It has the largest and most diversified economy in the Middle East with industrial exports that are internationally oriented. The Port Authority played a great role to increase the economics of the country through, cargo handling Imports and exports goods. Saudi Ports Authority has nine main ports on the two cost of the kingdom which achieved 95% of export and imports goods through the kingdom’s seaports while 55% of the cargo handled is exported. however, cargo’s over stock is the main issue that recently came up which raise the price of cargo’s handle up to 200%, which as a result of lack of job satisfaction among employees in cargo section and lack appropriate human resource practices. Therefore, our study takes a step to examine the role of human resource practice on employee’s performance and also the mediating role of job satisfaction in the relationship between human resource practices and employee’s performance in Saudi Port Authority. Moreover, this study will validate of the assumption of Maslow theory. This study will be based on primary data (survey Questionnaire)

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

Pomorstvo ◽

10.31217/p.34.2.4 ◽

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.

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High-Performance Work Practices and Turnover Intention: Investigating the Mediating Role of Employee Morale and the Moderating Role of Psychological Capital

SAGE Open ◽

10.1177/2158244020988557 ◽

2021 ◽

Vol 11 (1) ◽

pp. 215824402098855

Author(s):

Anthony Frank Obeng ◽

Yongyue Zhu ◽

Prince Ewudzie Quansah ◽

Albert Henry Ntarmah ◽

Eric Cobbinah

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

High Performance ◽

Employee Morale ◽

Affective Organizational Commitment ◽

Mediating Role ◽

High Performance Work Practices ◽

The Relationship

This study examined the effects of high-performance work practices on turnover intention through the mediating role of employee morale. The study also examined the extent to which psychological capital could moderate the relationship between employee morale and turnover intention. With the aid of questionnaire administration, the study collected 469 valid responses from frontline employees in the hospitality sector of Ghana. Findings from the hierarchical regression analysis showed that training and empowerment had a significant influence on turnover intention. Training and reward also had a significant positive effect on job satisfaction. Empowerment, on the other hand, had a significant positive influence on affective organizational commitment. Both affective organizational commitment and job satisfaction significantly influenced turnover intention. Optimism and resilience moderated the relationship between affective organizational commitment and turnover intention. Also, self-efficacy moderated the relationship between job satisfaction and turnover intention. The study offers some implications and suggestions for future studies in the main text.

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

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17041443 ◽

2020 ◽

Vol 17 (4) ◽

pp. 1443 ◽

Cited By ~ 7

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.

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