scholarly journals Effects of Organizational Justice on Job Outcomes: An Intervening Role of Affective Commitment

2018 ◽  
Vol 6 (2) ◽  
pp. 1-13
Author(s):  
Ali Muhammad ◽  
◽  
Gul Makai ◽  
Humera Mehboob ◽  
◽  
...  
Keyword(s):  
Distributive Justice ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Employee Performance ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Future Research ◽  
Job Outcomes ◽  
Regression Effects ◽  
Organisational Justice

This research examines a model depicting the association between distributive justice, procedural justice, affective commitment and work outcomes in a special context of higher education institutes. While prior research has extensively used organisational justice and its consequences for work outcomes, this study in particular explores the above linkage in universities of KPK Pakistan. In addition, affective commitment has been employed as a mediator in between the relation of work outcomes and justice types (procedural and distributive justice). Turnover intention and Employee performance are undertaken as pertinent work outcomes. Data from a sample of 150 working staff from selected reputed universities of the country’s capital, i.e. Islamabad, were gathered and analysed for regression effects. The findings suggest that justice types (procedural and distributive) positively affect employee performance yet negatively influence turnover intention. Similarly, affective commitment positively mediates the relationship between organisational justice and employee performance but no mediation effect was found in case of turnover intention. Implications of the study are highlighted with a note on future research directions. The article ends with a short conclusion and limitations of the study.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals Impact of Talent Management on Employees’ Work Outcomes

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 405-415
Author(s):  
Muhammad Shafique ◽  
Dr. Muhammad Zia-ur-Rehman
Keyword(s):  
Employee Engagement ◽  
Management Practices ◽  
Banking Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Talent Management ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Time Data ◽  
Cross Sectional

The study focuses on empirically examining the relationship of talent management (TM) on employee performance and quit intention.  Further, by taking into account business strategy, the research also culls out the sequential mediation effect of talent management and employee engagement on employee work-related outcomes in the banking sector of Pakistan. Data were analyzed by employing Smart PLS (v.3.2.7) to empirically examine the conceptual model on 1095 talented employees, which were part and parcel of the Banking Sector of Pakistan. The core findings of the research paper are that the talent management practices have a positive impact upon the working of employees as well as quit intentions. Additionally, the study deduced that engagement at employees’ level might contribute partially as a mediation role in between employee work outcomes and talent management. The study employed cross-sectional one-time data collection, therefore its generalizability is suggested as limited with its scope. Human Resource personnel and OB practitioners can create a positive workplace culture in the organization by implementing talent management practices. The study makes value addition in the existing literature of talent management and explore new variable, which is affected by talent management.

High-performance work practices and medical professionals' work outcomes: the mediating effect of perceived organizational support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Rabiul Basher Rubel ◽  
Daisy Mui Hung Kee ◽  
Nadia Newaz Rimi
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
High Performance ◽  
Employee Performance ◽  
Mediating Effect ◽  
Work Outcomes ◽  
Medical Doctors ◽  
Private Hospitals ◽  
Content Type ◽  
High Performance Work Practices

PurposeIn this research, we investigate the effect of high-performance work practices (HPWPs) on medical professionals' work outcomes through the mediating effect of perceived organizational support (POS).Design/methodology/approachThe study analyzes the opinions of 218 medical doctors from private hospitals in Bangladesh, employing Partial Least Square-Structural Equation Modeling (PLS-SEM).FindingsWe find that HPWPs enhance employee performance and POS and minimize turnover intention. POS also has a substantial influence on both employee performance and turnover intention. Moreover, POS finds a significant mediating effect on HPWPs and performance as well as HPWPs and turnover intention relations.Research limitations/implicationsThe current research focuses on medical doctors who are presently working in private hospitals in Bangladesh.Practical implicationsFirst, the hospital would recognize the role of employee perceived HPWPs. Second, they might understand how HPWPs would utilize and maintain employees effectively via POS that might further improve the healthcare industry. Suggestions for future research indicate the models potential to provide optimal workplace environments that can benefit organizations as well as improve employee performance.Originality/valueThe study would provide a unique insight into the higher-order HPWPs system and its effects on the health care organizations in developing country contexts like Bangladesh. This study also extends the research on POS as a mediator between higher-order HPWPs and employee outcomes in the organization.

scholarly journals Workplace Friendship, Helping Behavior, and Turnover Intention: The Meditating Effect of Affective Commitment

2020 ◽  
pp. 55-75
Author(s):  
Yu-Ping Hsu ◽  
Chun-Yang Peng ◽  
Ming-Tao Chou ◽  
Chun-Tsen Yeh ◽  
Qiong-yuan Zhang
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Helping Behavior ◽  
Negative Influence ◽  
Equation Modeling ◽  
Future Research ◽  
Research Subjects ◽  
Workplace Friendship ◽  
The Social

The present study drew from the social identity theory to explore the workplace friendship and adopted the social support theory to examine the effects of workplace friendship on affective commitment, helping behavior, as well as turnover intention. Research subjects of this study were civil affairs workers in Tainan and Chiayi County, Taiwan. Random sampling was used to collect anonymous questionnaires. The results of structural equation modeling (SEM) demonstrated that workplace friendship had positive influences on affective commitment and helping behavior and a negative influence on turnover intention. Prior research offered little empirical evidence of affective commitment as a mediating mechanism linking the workplace friendship–helping behavior and workplace friendship–turnover intention relationships. The present study found that effective commitment played an important mediating role. Implications for practice were discussed, and directions for future research were provided.

scholarly journals An Investigation of the correlation between Distributive Justice and Employee Performance considering the Mediating character of Career Incentives: A case study ofCall center industry of Pakistan

2021 ◽  
Vol 6 (1) ◽  
pp. 31-42
Author(s):  
Dr. Junaid Athar Khan ◽  
Ms. Sourat Mehr ◽  
Dr. Naseeb Ullah Shah ◽  
Muhammad Saleem Qazi
Keyword(s):  
Distributive Justice ◽  
Call Center ◽  
Employee Performance ◽  
Economic Benefits ◽  
Individual Characteristics ◽  
Hierarchical Regression ◽  
Future Research ◽  
Strong Positive Correlation ◽  
The Impact ◽  
Career Incentives

This paper is unique foe being among the few research studies that investigated the impact of distributive justice on employee’s performance considering the mediating aspect of economic benefits or career incentives. For this study, 120 call center employees were randomly selected as the participants of this study however, only 112 responses were assumed reliable and trustworthy for further investigation. For the selection of the participants 10 call centers were selected randomly that are operating in the twin – cities (RWP-ISB) of Pakistan. Various analysis including Hierarchical regression, descriptiveand correlation analysis were employed for the investigation of data and for hypothesis testing. Upon the evaluation of the overall findings of this study, A strong positive correlation is discovered between distributive justice and employee’s performance. Furthermore, a mediating role of economic benefits or career incentives have been discovered on the relationship between distributive justice and employee’s performance. For future research, it is suggested that the researchers should take into account both the organizational features and individual characteristics to get an insight to the the influence of career incentives over performance of employees in an organization. In this regard, an organization should implement a tremendously competitive and effective compensation plan and an attractive remuneration package and some additional employee’s incentivesprograms in proximity with the supreme procedures of distributive justice to accomplish long term and consistent sustainability to get desired level of performance.

Promoting desirable work attitudes and behaviors among accountants: a field study

2020 ◽  
Vol 35 (10) ◽  
pp. 1591-1604
Author(s):  
Enoch Kusi Asare ◽  
J. Lee Whittington ◽  
Robert Walsh
Keyword(s):  
Performance Management ◽  
Affective Commitment ◽  
Online Survey ◽  
Management Practices ◽  
Work Attitudes ◽  
Work Outcomes ◽  
Future Research ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
And Behaviors

Purpose Accounting work is characterized by high job demands and tight deadlines. With less task variety, accounting work is susceptible to employee disengagement. This paper aims to examine the role of enhanced performance management practices as intervention mechanism to the disengagement among accountants. Design/methodology/approach A total of 105 accountants participated in an online survey, answering self and social reports. Hypotheses were tested using regression analyses. Findings Enhanced performance management practices promote engagement among accountants. In turn, engagement promotes job satisfaction and affective commitment among accountants. Research limitations/implications Further studies are necessary to test the study’s findings. Future research should focus on replicating this study in other settings. Practical implications Performance planning and implementation are critical to enhancing accountants’ work attitudes and behaviors. Originality/value The accounting literature has consistently addressed negative accounting work outcomes from the perspective of burnout (a negative approach). This paper addresses the issue from the perspective of engagement (a positive approach).

The Impact of Organizational Identification on the Relationship Between Procedural Justice and Employee Work Outcomes

2014 ◽  
Vol 42 (3) ◽  
pp. 437-444 ◽  
Author(s):  
Bing Ma ◽  
Shanshi Liu ◽  
Donglai Liu
Keyword(s):  
Procedural Justice ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Outcomes ◽  
Future Research ◽  
Republic Of China ◽  
Perceived Procedural Justice ◽  
The Impact ◽  
The Relationship

Drawing on a sample of 212 supervisor-subordinate dyads from 3 branches of an air transportation group in the People's Republic of China, we examined the mediating effect of organizational identification on the relationship between perceived procedural justice and work outcomes, including extrarole behavior and turnover intention. Results showed that organizational identification fully mediated the relationship between procedural justice and extrarole behavior as well as that between procedural justice and turnover intention. Implications for future research and limitations of the present findings are discussed.

Analisi dell'effetto del commitment e del conflitto lavoro-famiglia sul processo di turnover

RISORSA UOMO ◽  
2009 ◽  
pp. 259-272
Author(s):  
Igor Portoghese ◽  
Adalgisa Battistelli ◽  
Luisa Saiani ◽  
Maura Galletta
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work And Family ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Work Family Conflict ◽  
Turnover Process ◽  
Work Family

- Many studies focused on the relationship between extra-work factors and turnover intention. The aim of the present research is to verify the mediation effect of commitment and the direct effect of work-family conflict on the turnover process of workers. The results confirm the mediating effect of affective commitment on job satisfaction-turnover intention relation. Furthermore, we show the effect of work-family conflict on this nucleus of variables: a worker who is experiencing a long-term imbalance between work and family life will perceive him/herself as having less job satisfaction and will show greater turnover intention.Keywords: turnover, work-family conflict, work satisfaction, affective commitment.Parole chiave: turnover, conflitto lavoro-famiglia, soddisfazione lavorativa, commitment affettivo.

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