scholarly journals Impact of Mentoring on Organizational Commitment and Job Satisfaction of Accounting-Finance Academicians Employed in Turkey

2013 ◽  
Vol 3 (2) ◽  
pp. 1-28 ◽  
Author(s):  
Ayşe Tansel Çetin ◽  
Cevdet Kızıl ◽  
Halil İbrahim Zengin
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Primary Objective ◽  
Survey Method ◽  
The Impact ◽  
The Relationship

The primary objective of this paper is to investigate the impact of mentoring on organizational commitment and job satisfaction of accounting-finance academicians employed in Turkey. Survey method is utilized in order to reach this goal and questionnaires are distributed to test the effect of mentoring on Turkish accounting-finance scholars’ organizational commitment and job satisfaction. This paper contributes to the literature by pointing out the relationship among mentoring, organizational commitment and job satisfaction, which in turn leads to more efficient mentoring management and necessary measures in Turkish accounting-finance community.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

scholarly journals The Impact Of Extrinsic Motivational Dissatisfiers On Employee Level Of Job Satisfaction And Commitment Resulting In The Intent To Turnover

2010 ◽  
Vol 8 (9) ◽  
Author(s):  
Michael Pepe
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intent To Leave ◽  
Supervisor Support ◽  
Support Staff ◽  
Font Size ◽  
Intent To Turnover ◽  
Perceived Supervisor Support ◽  
The Impact ◽  
The Relationship

<p class="MsoNormalCxSpFirst" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-add-space: auto;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">This study examines the relationship between Extrinsic motivational factors such as Perceived Supervisor Support (PSS) and job satisfaction, organizational commitment and the intent to leave. Using a sample of 46 managers and clerical support staff at a Supermarket retailer, the findings indicate that as employees&rsquo; perception of Supervisor Support increases, their organizational commitment (affective and continuance) and job satisfaction significantly increase. Also, as employee organizational commitment (affective and continuance) and job satisfaction increase, their intent to leave significantly decreases.</span></span></p>

Assessing the Relationship between Participation in Decision Making, Job Satisfaction and Multiple Commitments

2015 ◽  
Vol 6 (1) ◽  
Author(s):  
Shilpi Saha ◽  
S. Pavan Kumar
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Organizational Commitment ◽  
Public Sector ◽  
Structural Equation ◽  
Organisational Commitment ◽  
The People ◽  
Participation In Decision Making ◽  
The Impact ◽  
The Relationship

This study assesses the impact of participation in decision making on job satisfaction, organisational commitment and group commitment. It also seeks to fill the void about the extent of participation in decision making and commitment in Indian public sector undertakings (PSUs). Data were collected from 397 employees working in these different organizations. Structural equation modelling was used to examine the hypothesised relationships. The findings of the present study indicated that participation in decision making had significant relationship with job satisfaction. Job satisfaction was positively related to organisational commitment and group commitment. Participation in decision making has significant impact on organizational commitment but not on group commitment. Group commitment did not have significant impact on organizational commitment. Results suggest that participation in decision making is a key element as it enhances satisfaction of employees with the organization. The implications of these findings for the people holding key managerial responsibilities in public sector undertakings have been discussed.

scholarly journals The Mediating Role of Trust in Management on Job Satisfaction and Organizational Commitment

Pravaha ◽  
2020 ◽  
Vol 25 (1) ◽  
pp. 43-52
Author(s):  
Binod Ghimire
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Practical Implication ◽  
Mediating Effect ◽  
Mediating Role ◽  
Trust In Management ◽  
The Impact ◽  
The Relationship

Purpose- The paper aims to empirically testing the mediating effect of trust in management in the relationship between organizational justice and personal outcomes. The main purpose of this study is to understand mediating role of trusting the management on organizational justice and its impact on job satisfaction and organizational commitment. Approach- The study is based on the effect of organizational justice, trust in management, job satisfaction and organizational commitment among nursing staff working at different hospitals at Kathmandu Valley. This study incorporates design and distribution of questionnaire to 160 nurses belonging to different hospitals working on different scale of pay level. Findings- Organizational justice alone does not significantly increase job satisfaction as well as commitment in the organization. Trust in management mediates the relationship organizational justice and personal outcome. Organizational justice positively affect personal outcome when mediated by high trust in management. Practical implication- This paper is useful to academicians and organizations to understand the impact of trust in management on the work performance. This study provides practical implications towards nurses and management of hospitals. Management requires change in behavior to develop trusting environment in workplace.

scholarly journals How Job Satisfaction Factors Affects Components of Organizational Commitment: Study on Employees of Star Hotels in Eritrea

2016 ◽  
Vol 5 (4) ◽  
pp. 95
Author(s):  
Saba Habtom Araya ◽  
Ma Haiyan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Correlation Analysis ◽  
Relationship Satisfaction ◽  
Positive Relationship ◽  
Normative Commitment ◽  
Control Variables ◽  
The Impact ◽  
The Relationship ◽  
Satisfaction Factors

This study focused on how job satisfaction factors affects components of organizational commitment among the basic employees of star hotels in Eritrea. Besides, the impact of control variables on the relationship between job satisfaction factors and components of organizational commitment were assessed. Job Satisfaction Survey (JSS) by Spector and Organizational Commitment Questionnaire (OCQ) by Mayer and Allen were used to measure the respondents’ job satisfaction and organizational commitment.Pearson Correlation analysis was done to identify the relationship between the independent variables and dependent variable. The results indicates that there is significant relationship between pay satisfaction, satisfaction with promotion, satisfaction with nature of work and satisfaction with communication in the organization  and employees’ organizational commitment, in which each variables is significant at p=.000. Nevertheless, satisfaction with supervision and co-workers found to be insignificant to contribute to basic employees’ commitment with p>0.05. With regard to the degree and direction of relationship, satisfaction with pay has strong and positive relationship, satisfaction with promotion, nature of work and communication possesses a moderate positive relationship with organizational commitment.To identify whether control variables have impact on the relationship b/n job satisfaction factors and components of organizational commitment, a hierarchical stepwise multiple regressions was examined. Though the correlation analysis illustrated that pay, promotion, nature of work and communication can contributes to the basic employees’ affective, continuance and normative commitment, but with the presence of the control variables the result appeared differently. On the presence of control variables, pay, promotion, supervision and communication can contributes to the employees’ affective commitment; pay and promotion can contributes to the employees’ continuance commitment and only pay can contributes to the employees’ normative commitment. 

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