scholarly journals The moderating effects of organizational commitment on the relationship between employee satisfaction and employee performance in Jordanian Islamic banks

2020 ◽  
pp. 3347-3356 ◽  
Author(s):  
Fu'ad Abdallah Al-Fakeh ◽  
Siti Falindah Padlee ◽  
Khatijah Omar ◽  
Hayatul Safrah Salleh
Keyword(s):  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Islamic Banks ◽  
Moderating Effects ◽  
The Relationship

The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance

2019 ◽  
Vol 68 (7) ◽  
pp. 1208-1234 ◽  
Author(s):  
Muhammad Irfani Hendri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Employee Performance ◽  
Limited Liability ◽  
Partial Least Square ◽  
Limited Liability Company ◽  
Content Type ◽  
West Kalimantan ◽  
The Relationship

Purpose The purpose of this paper is to test the effect of organizational learning on employees’ job satisfaction, the effect of organizational learning on the employees’ organizational commitment, the effect of the organizational learning on employees’ performance, the effect of job satisfaction on the employees’ performance and the effect of organizational commitment on employees’ performance in PTPN XIII (Limited Liability Company) in West Kalimantan. Design/methodology/approach The population in this research refers to all employees of PTPN XIII (Limited Liability Company) in West Kalimantan, with the criteria that the employees are from class III‒IV (population of access). The size of the sample is determined by using the partial least square approach, which is 10 times of the size of formative indicator, that is, job satisfaction with five indicators plus employee performance with eight indicators, with the total being 13 × 10 = 130 employees. The sampling method used is proportional random sampling technique, which is based on work area (three working areas: Head Office, West Kalimantan I District and West Kalimantan District II). Findings Learning organization has a significant and positive effect on job satisfaction and organizational commitment, but it has no significant effect on the employee performance. Job satisfaction and organizational commitment have a significant effect on employee performance. Originality/value The phenomenon that existed in PTPN XIII (Limited Liability Company) and referring from various previous research results, the study regarding employee performance was conducted using organizational learning variable as an exogenous variable and using job satisfaction and organizational commitment variable as an intervening variable. Robbins (1996) revealed that the relationship between organizational learning and performance is not very close. It is necessary to have other variables that can reinforce the relationship and to determine the extent to which the organizational learning can contribute to the improvement of the performance.

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.

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 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.

scholarly journals The Relationship between Work Motivation, Job Satisfaction, and Employee Performance: The Moderating Role of Psychology Capital and The Mediating Role of Organizational Commitment

2021 ◽  
Vol 14 (2) ◽  
pp. 102
Author(s):  
Windu Astuti ◽  
Lia Amalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Capital ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Sample Technique ◽  
The Relationship

This study aims to determine the effect of work motivation, organizational commitment, and job satisfaction on employee performance. The effect of organizational commitment mediates the relationship between work motivation on employee performance and job satisfaction on employee performance and psychological capital, which moderates the relationship between job satisfaction and employee performance. The object of this research is the employees of the state civil apparatus. They work in government agencies in the education sector of the Directorate of Senior High Schools in Jakarta. This study uses a quantitative approach with one hundred and ten respondents, sampling using a saturated sample technique, and a questionnaire as a measuring tool. Data analysis used the Structural Equation Modeling (SEM) method to test the model's suitability in this study with the help of the SmartPLS version 3 application. The results of this study conclude that work motivation, organizational commitment, and job satisfaction affect employee performance, organizational commitment can mediate the relationship between job satisfaction and employee performance but cannot mediate the relationship between work motivation and employee performance, and psychological capital can moderate the relationship between job satisfaction with employee performance.

scholarly journals Influence of entrepreneurs on job satisfaction and organizational commitment of employees

2021 ◽  
Vol 11 (2) ◽  
pp. 96-105
Author(s):  
Jesa Kreiner ◽  
Dragana Sajfert ◽  
Svetlana Anđelić ◽  
Nikola Jančev ◽  
Milorad Živković
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Satisfaction ◽  
Significant Positive Correlation ◽  
The Other ◽  
Hierarchical Regression ◽  
Employee Job Satisfaction ◽  
Positive Correlations ◽  
Or Organization ◽  
The Relationship

In this paper, we analyze reliability, correlations, regression of employee obligations, compare employee regression, job satisfaction regression, and hierarchical regression analysis. As techniques for comparison of entrepreneurs and employees are significant for analysis of positive correlations between the determinants, we used 36 independent samples and 210 individuals. The findings reveal that: (1) The results of the research confirmed the existence of a statistically significant positive correlation between the determinants of job satisfaction and organizational commitment on one hand, and the work of entrepreneurs, on the other; (2) The results of the survey compare the relationship between entrepreneurs and employee job satisfaction and organizational commitment, adding a significant increase in the importance of the construct; (3) Entrepreneurship has a relative correlation in relation to job satisfaction, and organizational commitment, and thus increases the scope of tasks and efficiency of entrepreneurs; (4) Entrepreneurs show dominance over employee satisfaction and organizational commitment, when they predict the success of a group or organization and organizational civic behavior. We recommend that future researches examine the relationship among entrepreneurs and their relationship with employees, as well as job satisfaction and organizational commitment, in order to potentially compare them.

scholarly journals COMPETENCE OR COMMUNICATION: FROM HR PROFESSIONALS TO EMPLOYEE PERFORMANCE VIA EMPLOYEE SATISFACTION

2020 ◽  
Vol 22 (1) ◽  
pp. 33-44
Author(s):  
Fredson Kotamena ◽  
Pierre Senjaya ◽  
Ratna Setyowati Putri ◽  
Carter Bing Andika
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Communication Skills ◽  
Employee Satisfaction ◽  
Direct Relationship ◽  
Employee Performance ◽  
Senior Manager ◽  
Significant Relation ◽  
Competence Level ◽  
The Relationship

The motivation behind this investigation was to find out the relationship between competence and communication skills of human resources professionals and employee satisfaction, as mediating variables, to improve employee performance. This study also aimed to examine the direct relationship between competence and communication skills of human resources professionals and employee performance. For data collection, a questionnaire was sent to 60 employees from the level of Section Head to Senior Manager or those directly involved in the production process and other supporting functions. The result of this study showed that the competence level of human resources professionals did not have any significant relation with employee satisfaction and employee performance. In contrast, the communication skills of human resources professionals had a significant impact on employee satisfaction and indirect correlation with employee performance; employee performance increases if employee satisfaction increases. Consequently, to be able to increase employee satisfaction, HR professionals must improve their communication skills

scholarly journals Code Of Ethics & Code Of Conduct And Employee Satisfaction In Order To Improve Employee Performance At The KANWIL DJP Jawa Barat I

2019 ◽  
Vol 1 (2) ◽  
pp. 95
Author(s):  
Tedy Ginanjar K.I ◽  
Welly Surjono ◽  
Saepudin .
Keyword(s):  
Data Processing ◽  
Employee Satisfaction ◽  
Work Performance ◽  
Code Of Ethics ◽  
Employee Performance ◽  
Code Of Conduct ◽  
Simultaneous Testing ◽  
Ethics Code ◽  
The Relationship ◽  
Descriptive Method

Human resources is one of the assets that has an important role for the organization, namely its ability to contribute and optimal work performance such as the development or improvement of the code of ethics, professional ability, dedication, initiative, sense of responsibility, and employee performance.This research was conducted to find out, describe and analyze the code of ethics & code of behavior and employee satisfaction in order to improve employee performance in Kanwil DJP Jabar I.The method used is an associative descriptive method. The sample taken was 94 respondents. Data processing and analysis is  using statistical methods.Based on data processing, it is obtained that R = 0.769 means that the relationship between the code of conduct & the code of conduct and employee satisfaction with employee performance is strong. While kd = 0.591, it means that the code of ethics & code of conduct (X1) contribute 0.270 and employee satisfaction (X2) contribute 0.321 to employee performance (Y) and the rest of 0.409 is influenced by other factors not examined. With simultaneous testing results obtained F count = 65,813> F table = 3,099. Thus the hypothesis is rejected and accepted, this means that the code of ethics & code of behavior and employee satisfaction can improve employee performance in the Kanwil DJP Jabar I.

scholarly journals The Role of the Employee in Hungarian Hospital Performance Appraisal Systems

2021 ◽  
Vol 16 (2) ◽  
pp. 210-225
Author(s):  
Norbert Zétény Sárga ◽  
Richard Kása
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Hospital Performance ◽  
Appraisal System ◽  
Appraisal Systems ◽  
Hungarian State ◽  
The Relationship

In this paper, we examined the employee Performance Appraisal System (PAS) of hospitals and gave a description of the role and significance of employees in the PAS covering 27% of the population of Hungarian state-run hospitals. In the research, we also examined the relationship between performance appraisal and employee engagement, as well as the practice of measuring employee satisfaction. We created a scale called Employee participation in the employee performance appraisal scale. Based on our findings, we can state that the employee is an active participant in the Hungarian performance appraisal systems of hospitals, as they are involved in the appraisal and their views are taken into account. It has been found that where employee satisfaction is measured, there is an opportunity for the employees to formulate reflections on their evaluations. Although not outstanding, the employee is considered a partner in the evaluation of his work.

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