scholarly journals The relationship between developmental performance appraisal, organizational support, organizational commitment and task performance: Testing a mediation model

2014 ◽  
Vol 4 (2) ◽  
pp. 50 ◽  
Author(s):  
Ali Poursafar ◽  
Saeed Rajaeepour ◽  
Sayeed Ali Seyadat ◽  
Hamid Reza Oreizi
Keyword(s):  
Organizational Commitment ◽  
Performance Appraisal ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Suggested Model ◽  
Indirect Path ◽  
The Relationship ◽  
Developmental Performance ◽  
And Task

The goal of the present research was to examine how organizational support and organizational commitment influence the relationship between developmental performance appraisal and the employees’ task performance. A number of 217 formal employees working at Gas Company in Gilan, Iran with a degree of diploma and beyond were selected to answer a questionnaire in a stratified random manner. The research method was a cross-sectional survey type (structural equation model). Research instruments adopted in this study included Questionnaire of Developmental Performance Appraisal (Kuvaas, 2007), perceived Organizational Support scale (Rhoades et al., 2001), Organizational Commitment Questionnaire (Balfour and Wechsler, 1996), as well as Task Performance Questionnaire (Williams  and Anderson, 1991). To evaluate the suggested model, structural equation modeling through PASW Statistics22 and Amos Graphics21software package were used. Moreover, the indirect effects were tested by Bootstrap procedure. The results revealed that the research suggested model enjoyed a good fitting with data. The findings does not support direct path of developmental performance appraisal and task performance .The research findings showed that indirect path of developmental performance appraisal, organizational commitment and organizational citizenship behavior was meaningful, while the indirect path of developmental performance appraisal, organizational support and task performance were not supported. Eventually, Implications and directions for future research are discussed.

Linking perceived organizational support for strengths use to task performance

2020 ◽  
Vol 48 (3) ◽  
pp. 1-10 ◽  
Author(s):  
He Ding ◽  
Enhai Yu ◽  
Yanbin Li
Keyword(s):  
Positive Affect ◽  
Task Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Modeling ◽  
Strengths Use ◽  
Managerial Implications ◽  
The Relationship ◽  
And Task

We investigated the mediating effects of positive affect and strengths use in the relationship between perceived organizational support for strengths use (POSSU) and employees' task performance. Data were gathered at 2 time points, separated by a 2-week interval, from 157 employees working in various Chinese enterprises. We applied structural equation modeling and PROCESS macro analysis to the data. The results indicate that POSSU was positively related to task performance and that this relationship was mediated by strengths use. In addition, positive affect and strengths use played a sequential mediating role in the relationship between POSSU and task performance. However, positive affect was not a significant mediator in the POSSU–task performance relationship. Theoretical and managerial implications are discussed in the context of the literature on POSSU and task performance.

Tingkah Laku Kewargaan Organisasi sebagai Mediator dalam Hubungan di antara Kepuasan Kerja dan Komitmen Organisasi terhadap Prestasi Tugas dalam kalangan Pensyarah Universiti

2018 ◽  
Vol 10 (3) ◽  
Author(s):  
Muhamad Ariff Ibrahim ◽  
Wan Shahrazad Wan Sulaiman ◽  
Sarah Waheeda Muhammad Hafidz
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Staff ◽  
Citizenship Behavior ◽  
Organization Effectiveness ◽  
The Relationship ◽  
And Task

Organizational citizenship behavior and task performance is an integral part of job performance. This study aims to examine the relationship between job satisfaction, organizational commitment, organizational citizenship behavior and task performance. In addition, this study aims to examine the role of organizational citizenship behavior as a mediator linking job satisfaction and organizational commitment to task performance among academicians in a higher learning instutution. A total of 211 respondents participated in this study. Four instruments were used, namely job satisfaction questionnaire, organizational commitment questionnaire, organizational citizenship behavior scale and task performance scale developed by the researchers. Results showed that there was a significant correlation between job satisfaction, organizational commitment and organizational citizenship behavior with task performance. Results of multiple regression showed that organizational citizenship behavior significantly mediated the relationship between organisational commitment and task performance. The study also found that organizational citizenship behavior did not mediate the link between job satisfaction and task performance among academic staff. Implication of the study indicate the important of job satisfaction, organizational commitment and organizational citizenship behavior in influencing organization effectiveness dan performance.

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.

Perceived Appropriateness of Training and Organizational Commitment Among Korean Police

2019 ◽  
Vol 30 (2) ◽  
pp. 235-253
Author(s):  
Hyunin Baek
Keyword(s):  
Organizational Commitment ◽  
Law Enforcement ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Support ◽  
Equation Modeling ◽  
Law Enforcement Agencies ◽  
Using Data ◽  
The Relationship ◽  
And Training

Although organizational commitment (OC) generates several beneficial outcomes to law enforcement agencies, the policing literature has underexamined OC. Using data gathered from 11,709 Korean police in 2012, this study conducted analyses of structural equation modeling (SEM) in order to examine the relationship between OC and perceived organizational support. In addition, SEM was conducted to determine whether Allen and Meyer’s three components of OC is appropriate. The results indicated that two predictors of perceived appropriateness of training (i.e., perceived support of training and training needs) strongly accounted for OC. However, unlike previous studies, this study found that hypotheses in the model with the subcomponents of OC (affective, continuous, and normative commitments) could not be verified. In sum, for sturdier examinations, future studies should apply the Allen and Meyer model to diverse agencies.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

scholarly journals Post-Drive Standing Balance of Vehicle Passengers Using Wearable Sensors: The Effect of On-Road Driving and Task Performance

Sensors ◽  
2021 ◽  
Vol 21 (15) ◽  
pp. 4997
Author(s):  
Victor C. Le ◽  
Monica L. H. Jones ◽  
Kathleen H. Sienko
Keyword(s):  
Task Performance ◽  
Postural Sway ◽  
Wearable Sensors ◽  
Standing Balance ◽  
Balance Performance ◽  
Real Time Traffic ◽  
Balance Exercises ◽  
Before And After ◽  
The Relationship ◽  
And Task

Postural sway has been demonstrated to increase following exposure to different types of motion. However, limited prior studies have investigated the relationship between exposure to normative on-road driving conditions and standing balance following the exposure. The purpose of this on-road study was to quantify the effect of vehicle motion and task performance on passengers’ post-drive standing balance performance. In this study, trunk-based kinematic data were captured while participants performed a series of balance exercises before and after an on-road driving session in real-time traffic. Postural sway for all balance exercises increased following the driving session. Performing a series of ecologically relevant visual-based tasks led to increases in most post-drive balance metrics such as sway position and velocity. However, the post-drive changes following the driving session with a task were not significantly different compared to changes observed following the driving session without a task. The post-drive standing balance performance changes observed in this study may increase vulnerable users’ risk of falling. Wearable sensors offer an opportunity to monitor postural sway following in-vehicle exposures.

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

2021 ◽  
pp. 009385482110361
Author(s):  
Ivan Y. Sun ◽  
Yuning Wu ◽  
Smart E. Otu ◽  
Gilbert C. Aro ◽  
Ikechukwu Charles Akor ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Police Officers ◽  
Structural Equation ◽  
Equation Modeling ◽  
Future Research ◽  
African Countries ◽  
Mediating Mechanisms ◽  
The Relationship

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

Examining a Model of Human Resource Performance in Tourism Destination After Pandemic

2021 ◽  
Vol 25 (2) ◽  
pp. 175
Author(s):  
Dian Marlina Verawati, Andhatu Achsa, Ivo Novitaningtyas
Keyword(s):  
Organizational Commitment ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Model ◽  
Mediating Effect ◽  
Analysis Method ◽  
Tourism Destination ◽  
Collection Method ◽  
Leadership Motivation ◽  
The Relationship

During the new normal era after pandemic Covid-19, the tourism destination needs to struggle and adapt for recovery. This process requires optimal human resource performance. The objective of this study is to examine the model of human resource performance in tourism destination after pandemic. Leadership, motivation, and organizational commitment are consider as the antecedents of human resource performance. This study implements a quantitative approach. The data collection method used a questionnaire that distributed to 105 employees in Balkondes as respondent. The data analysis method used Structural Equation Model (SEM) with AMOS. The results show that leadership, motivation, and organizational commitment have a positive and significant effect on human resource performance. The results also show that organizational commitment has mediating effect on the relationship between leadership toward human resource performance, and motivation toward human resource performance.

scholarly journals Analyzing the Relationship between Personnel's Education and Psychological Competence on Quality of Service: The Mediation Role of Organization Commitment in Ministry of the Interior

2016 ◽  
Vol 10 (3) ◽  
pp. 117
Author(s):  
Omid Ahmadi ◽  
Abdolali Keshtegar ◽  
Mohammad Ghasemi
Keyword(s):  
Quality Of Service ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Statistical Population ◽  
Alpha Level ◽  
Psychological Competence ◽  
Correlational Method ◽  
The Relationship

<p>The goal of the present paper is to analyze the effect of personnel's education and psychological competence on<br />quality of service. The mediation role of organizational competence in Ministry of the Interior is of<br />descriptive-correlational method. To do that, the standard questionnaire psychological competence by Spriters<br />(1995), personnel education and quality of service by Deher (2015) and organizational commitment by Alen and<br />Mier (1990) were used. The statistical population of the research includes all personnel of Ministry of the<br />Interior which are 1600 subjects. Based on Cochran's formula, 3100 subjects were selected randomly. In order to<br />analyze data the Pearson's correlation test and structural equation of data analysis were used by SPSS and AMOS<br />software. The findings of the research indicate that personnel's education has a positive effect on organizational<br />competence and quality of service (with Alpha level of 0.05). Moreover, the psychological competence is<br />positively affect the quality of service (with Alpha level of 0.05) and organizational commitment affect the<br />quality of service. Finally, it was revealed that the personnel training through organizational commitment affect<br />the quality of service. But, psychological competence does not affect the quality of service through<br />organizational commitment. Moreover, psychological competence does not affect the organizational commitment.<br />The significance levelof the model turned out to be more than the first type error (0.05). This shows that the<br />significant adaption of the estimated model with the present research model. Furthermore, the AGFI and GFI<br />indicators are more than the estimated value (0.9). These indicators show that the model has a capability in<br />estimating the ratio of each factor.</p>

scholarly journals The Mediating Role of Competency on the Relationship between Training and Task Performance: Applied Study in Pharmacists

2017 ◽  
Vol 8 (7) ◽  
pp. 16
Author(s):  
Jih-Hua Yang ◽  
Shih-Chieh Fang ◽  
Ching-Ying Huang
Keyword(s):  
Task Performance ◽  
Core Competency ◽  
Professional Competency ◽  
Mediating Role ◽  
Technical Competency ◽  
Full Effect ◽  
The One ◽  
The Relationship ◽  
And Task

This study aimed to determine the mediating role of competency (professional competency, technical competency, and core competency) between training and task performance in pharmacists. Questionnaire was the tool of collecting data from a sample of (210) pharmacists. The results of the study indicated that there is a positive effect of training on task performance. Also, there is full effect of the two mediator variables (professional competency; technical competency) and partial effect of the one mediator variable (core competency) on the relationship between independent and dependent variables.

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