scholarly journals Effects of Organizational Politics on Job Performance: Mediating Role of Emotional Intelligence and Organizational Commitment

2019 ◽  
Vol 3 (1) ◽  
pp. 35
Author(s):  
Asad Afzal Hummayon ◽  
Rabia Shahid ◽  
Muhammad Ahsan Khan
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Job Performance ◽  
Banking Sector ◽  
Organizational Politics ◽  
Public And Private ◽  
Mediating Role ◽  
Public And Private Sector ◽  
The Right ◽  
The Relationship

Emotional Intelligence and Organizational Commitment. A detailed review of the literature was conducted in order to find out the factors that influence Job Performance. A self-administered questionnaire was used to collect the data from the respondents. This study was conducted in the banking sector of Pakistan. Total of 370 questionnaires was distributed among different public and private sector banks of Lahore, Pakistan. The overall turnover of 90% was attained i.e. 333 useable responses were received. SPSS and Amos were used for the analysis of the model. This study found that organizational politics is significantly related to job performance. Emotional intelligence mediates the relationship between organizational politics and job performance whereas, organizational commitment does not mediate the relationship between organizational politics and job performance. This study will provide guidance to banks that how they can improve their employee’s performance which directly affect the performance of their organization. Moreover, it is an obligation to the bankers to examine the emotional intelligence of the employees before their recruitment, it will directly help the process of hiring, and the right person for the right job is important for every organization specifically in case of high EI. This study contributes to the literature by adding a mediational effect of organizational commitment on organizational politics and job performance. And also examine the relationship of emotional intelligence between organizational politics and job performance.

Changing Planes in Managing Human Resources in High Performing Indian Banking Organizations: Attract, Retain, and Motivate

2017 ◽  
Vol 18 (2) ◽  
pp. 60-83
Author(s):  
Prachi Bhatt
Keyword(s):  
Private Sector ◽  
Banking Sector ◽  
Managerial Decision ◽  
Public And Private ◽  
High Performing ◽  
Hr Practices ◽  
Banking Organization ◽  
Public And Private Sector ◽  
The Right ◽  
Hr Function

Sensitive to change, human resource (HR) function plays a crucial role in dealing with globally competitive marketplace. Banking sector in a developing country like India is no different. There is an urgent need to revolutionize HR practices in Indian banking. This paper, as part of a larger research, studies high performing banking organizations in India and proposes a changing pattern of HR for the Indian banking organizations through the attract, retain, and motivate (ARM) framework. Further, the paper examines through exploratory factor analysis (EFA) whether and to what extent the changing pattern in HR practices in case of public and private sector banks supports the proposed conceptual framework. Thus, the paper presents empirical evidences (412 employee respondents) for the changing pattern of HR practices. The paper exhibits differences in the extent to which HR practices are changing in the public and private sector banks. Decisions to improve the HR priorities and practices can lay foundations for high- performing organizations. The paper examines an important issue for managerial decision-making in identifying the right blend of ARM to become high performing banking organization

Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

2019 ◽  
pp. 1-31 ◽  
Author(s):  
Hyunkang Hur
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Security Policy ◽  
Meta Analysis ◽  
Work Attitudes ◽  
Job Security ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship

AbstractThis article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

scholarly journals Job rotation, job performance, organizational commitment: An empirical study on bank employees

2014 ◽  
Vol 1 (3) ◽  
pp. 10-13 ◽  
Author(s):  
Faisal Khan ◽  
Amran Md Rasli ◽  
Rosman Md Yusoff ◽  
Tariq Ahmed ◽  
Abid ur Rehman ◽  
...  
Keyword(s):  
Social Sciences ◽  
Organizational Commitment ◽  
Job Performance ◽  
Banking Sector ◽  
Negative Relationship ◽  
Future Research ◽  
Job Rotation ◽  
Study Results ◽  
Bank Employees ◽  
The Relationship

The aim of the study is to investigate the relationship and effect of  job variables rotation, job performance and organizational commitment among the employees working in banking sector in Pakistan. Self-administrated questionnaire was distributed by selecting a convenient sampling the data collected were 435 from the employees in the banks. The data were analyzed with the help of Statistical Package of Social Sciences (SPSS). The findings of the study revealed that a positive relationship was found between job rotation, job performance and organizational commitment among the employees, whereas negative relationship was found between job performance and organizational commitment. The study results are useful for the bankers, employees’ and managers. The study also provided the limitations and recommendations for future research.

scholarly journals Does Emotional Intelligence, Psychological Capital and Proactive Personality predict Job Performance?

2018 ◽  
Vol 2 (3) ◽  
pp. 77-80
Author(s):  
Munazza Zahra ◽  
Daisy Mui Kee Hung
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Work Engagement ◽  
Psychological Capital ◽  
Proactive Personality ◽  
Mediating Role ◽  
Human Element ◽  
Overall Performance ◽  
The Relationship

With the emergence of latest technologies, manual and routine asks have been changed, ultimately it is the human abilities that will make the organizations successful as human element can never be denied. That is why organizations are concerned about the performance of their employees since their job performance directly affects the overall performance of the organization. Thus current study is proposing predictors that can enhance job performance of the employees. Taking clues from past researches, current research proposed a conceptual framework connecting three independent variables i.e. emotional intelligence, psychological capital and proactive personality to the dependent variable job performance. It has also been proposed that the relationship between aforementioned variables will consider to be more complete with the mediating role of work engagement, hence work engagement is proposed as  mediator.

Transformational leadership, organizational commitment, emotional intelligence and job autonomy

2018 ◽  
Vol 41 (9) ◽  
pp. 1033-1046 ◽  
Author(s):  
Priyanka Jain ◽  
Taranjeet Duggal
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Autonomy ◽  
Content Type ◽  
Mediating Role ◽  
High Level ◽  
The Relationship ◽  
Technology Industries ◽  
Practical Implications

PurposeThis study aims to investigate the mediating role of job autonomy ( JA) in the relationship between transformational leadership (TL) and organizational commitment (OC) and the moderating effect of emotional intelligence (EI) on the relationship between JA and OC.Design/methodology/approachData for the study were obtained from the respondents of information technology industries across India by using convenience sampling.FindingsThe study reveals that TL positively influences employees’ OC via JA. Results further indicated that EI as the moderator strengthens the relationship between TL and OC mediated by JA.Practical implicationsThe study recommends that leaders with high level of TL style should appeal to the emotions of their employees for significantly influencing their OC.Originality/valueThis paper extends upon prior research that has identified a relationship between TL and OC; this study proposes and analyzes a comprehensive and theoretically grounded structure of TL, JA, EI and employees’ OC, highlighting its theoretical and practical implications.

scholarly journals THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL COMMITMENT IN THE CONTEXT OF ORGANIZATIONAL JUSTICE (EXAMPLE OF BANK EMPLOYEES)

2020 ◽  
Vol 8 (2) ◽  
pp. 1721-1752
Author(s):  
Mesut SOYALIN ◽  
Fetullah BATTAL
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Organizational Support ◽  
Structural Equation ◽  
Equation Modeling ◽  
Survey Method ◽  
Public And Private ◽  
Mediating Role ◽  
Bank Employees ◽  
The Relationship

The general aim of this study is to analyze the relationship between organizational support perceived by bank employees, organizational commitment behavior and organizational justice behavior. At the same time, its other purpose is to reveal whether organizational justice plays an intermediary role in the relationship between organizational justice and organizational commitment behavior. In this context, the study was carried out on people working in public and private bank in the province of Bayburt (Turkey). The data in the study were obtained through the survey method. It was then analyzed by structural equation modeling using SPSS and Amos package programs. According to the findings, only the professional experience variable, which constitutes the control variables and demographic information, gave meaningful results with organizational commitment. Secondly, it was observed that the relationship between organizational support, organizational commitment and organizational justice is positive and meaningful in terms of the direction and severity. According to the findings obtained in the last section of the study, it was observed that organizational justice played a partial mediating role in the relationship between organizational support and organizational commitment.

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