The Impact of Health Support on Organizational Commitment, Intent to Remain and Job Performance

2018 ◽  
Vol 2018 (1) ◽  
pp. 18165
Author(s):  
Lin Xiu ◽  
Kim Nichols Dauner ◽  
Christpher McIntosh
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Intent To Remain ◽  
Health Support ◽  
The Impact

scholarly journals Pengaruh Komitmen Organisasional dan Etika Kerja Islami terhadap Performansi Kerja Para Staf Pengajar pada Perguruan Tinggi di Surakarta dengan Basis Institusi sebagai Variabel Moderator

2012 ◽  
Vol 3 (1) ◽  
pp. 73
Author(s):  
Amin Wahyudi
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Faculty Member ◽  
Work Ethic ◽  
Islamic Work Ethic ◽  
The Impact ◽  
Moderating Role

The purposes of this study are: (1) examine the impact of organizationalcommitment to job performance of faculty member in Surakarta; (2) examine the impact of Islamic work ethic to job performance; and (3) examine the moderation role of institutional-base on the impact of Islamic work ethic to job performance. The results show that organizational commitment and Islamic work ethic had significance effect to job performance, but institutional-based had no moderating role in the effect of Islamic work ethic to job performance

The impact of organizational support for employees’ health on organizational commitment, intent to remain and job performance

2019 ◽  
Vol 7 (3) ◽  
pp. 281-299
Author(s):  
Lin Xiu ◽  
Kim Nichols Dauner ◽  
Christopher Richard McIntosh
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Wellness Programs ◽  
Employee Health ◽  
Wellness Program ◽  
Content Type ◽  
Intent To Remain

Purpose The purpose of this paper is to examine the relationship between employees’ perceptions of organizational support for employee health (OSEH) and employees’ turnover intention and job performance, with a focus on the possible mediating roles of affective commitment and wellness program participation in these relationships. Design/methodology/approach Data were collected from surveys of employees at a public university that provides employees with a variety of wellness program options. Conditional procedural analysis was conducted to test the model. Findings Results showed that employees’ perceptions of OSEH positively related to both turnover intention and job performance and that affective commitment fully mediated the relationships between OSEH perceptions and both dependent variables. Research limitations/implications Cross-sectional data were collected on OSEH, affective commitment, employees’ intent to remain in the organization and job performance. Future studies based on panel data would be helpful to establish the causal relationships in the model. Practical implications Our findings show that employees’ perceptions of OSEH are likely to affect behavioral outcomes through affective commitment, suggesting that managers should ensure that employees are aware of organizational support for health promotion. Our findings also suggest that organizations move beyond a focus on design of wellness programs to include an emphasis on the overall OSEH. Originality/value This research study is the first empirical examination on the two possible channels through which organizational health support may influence employees’ intent to remain and job performance – participation in wellness programs and affective organizational commitment. The results are of value to researchers, human resource management managers, employees and executives who are seeking to develop practices that promote employee health at the workplace.

scholarly journals Impact of leadership on organizational citizenship behaviour, organizational commitment and job performance: An application of leader- member exchange theory

2017 ◽  
Vol 14 (3) ◽  
pp. 309-319
Author(s):  
Elizabeth Chinomona ◽  
Teboho Mofokeng
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Servant Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Small And Medium Enterprises ◽  
Superior Performance ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
The Impact

The purpose of the study was to investigate the influence of servant leadership on organizational citizenship behaviour, organizational commitment and job performance from a Leader- Member Exchange (LMX) perspective. It aims at contributing new knowledge to research constituting servant leadership within the workplace. The aim of the study was to examine in essence, the impact of servant leadership on organizational citizenship behaviour and organizational commitment and the consequential outcome on employee job performance. LMX theory is the theoretical framework that forms the basis on which the study is undertaken. The problem was investigated within the SME sector of Zimbabwe. The study was quantitative by nature and adopted positivism as the research paradigm. 189 Small and Medium Enterprises (SMEs) in Zimbabwe formed the unit of analysis. The empirical testing of the study’s six hypotheses revealed that the relationships are positive and significant. This implied that servant leadership, organizational citizenship behaviour and organizational commitment have a constructive effect on employee job performance and thus SMEs in general. The study extracts the fundamental impact that servant leadership has on employee behaviour and their performance within the workplace subsequently. While quality LMX relationships are exemplified by mutual trust, respect and commitment, this virtue was employed to assess if it impels a good relationship between servant leadership and employee behaviour and the resulting job performance of employees. The implication is that the general SME sector should encourage their senior employees to embrace a servant leadership style given that it has a positive effect on employee organizational behaviour, employee commitment and job performance subsequently. This is particular important for a country like Zimbabwe that is still developing and therefore relies much on the superior performance of SMEs for sustainability.

scholarly journals The impact of overeducation on job outcomes

2020 ◽  
Vol 9 (4) ◽  
pp. 104-120
Author(s):  
Mohammed Ali Alzubaidi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Turnover Intentions ◽  
Job Attitudes ◽  
Cross Sectional Survey ◽  
Self Assessment ◽  
Cross Sectional ◽  
Self Assessments ◽  
The Impact

The purpose of this study is to analyze the impact of overeducation on several job attitudes and outcomes. The study is based on cross-sectional survey data from 398 Saudis in the labor market. Drawing upon a person-job fit theory, two different self-assessments—direct self-assessment and indirect self-assessment—are used to examine how overeducation influences job satisfaction, organizational commitment, turnover intentions, and job performance. The results of the hierarchical regressions suggest that overeducation across the two measures is significantly negatively related to job satisfaction and organizational commitment, while significantly positively related to turnover intentions, even after controlling for different confounding variables. However, no significant impact was found for job performance. Furthermore, despite the slight differences in terms of the magnitudes of their effects, the two self-assessment measures of overeducation largely overlap and yield similar conclusions. These findings confirm that except for job performance, overeducation—as a form of person–job misfit—is an important predictor of job attitudes and outcomes. The current study extends the existing literature by providing comparative empirical evidence on the impact of overeducation in Saudi Arabia

scholarly journals Some antecedents of employee commitment and their influence on job performance: A multi foci study

1995 ◽  
Vol 26 (4) ◽  
pp. 125-135 ◽  
Author(s):  
Christo Boshoff ◽  
Cecil Arnolds
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Effectiveness ◽  
Employee Commitment ◽  
Job Involvement ◽  
Positive Influence ◽  
General Notion ◽  
Daunting Task ◽  
The Individual ◽  
The Impact

The challenge of using scarce and limited resources to satisfy almost limitless needs will, from a management perspective, be like the proverbial cat: it will never go away. The optimal use of human resources, in particular, remains a daunting task. In an economic environment characterized by increasing global competitiveness, failure to realize this important objective could be organizationally terminal, as inefficient organizations are unlikely to survive over the long term. A variety of different measures could be used to evaluate organizational effectiveness. In this study, the individual job performance level of employees is regarded as an indicator of organizational effectiveness. It is hypothesized that the individual job performance of employees can be improved by enhancing employee commitment (commitment to the organization, job, supervisor, profession). In other words, the general notion is that, if employees perceive a high level of congruence between their individual objectives and those of the organization, job, supervisor, and profession, they are likely to be better performers. The empirical results showed that commitment to the profession has the strongest positive influence (p 0.01) on job performance. The impact of organizational commitment was also positive, but only at the 5% level. Neither job involvement (commitment to the job) nor commitment to the supervisor had any influence on job performance. All the antecedents modelled exerted some influence on the different types of commitment. Internal locus of control exerts a negative influence on all of them, and career factors exert a positive influence on all of them. Both self-esteem and anticipatory socialization enhance organizational commitment and commitment to the profession, while external locus of control's influence is limited to enhancing job involvement.

scholarly journals THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON NURSES’ PERFORMANCE

2019 ◽  
Vol 7 (6) ◽  
pp. 332-339 ◽  
Author(s):  
Mohammed A. Karem ◽  
Yazen N. Mahmood ◽  
Alaa S. Jameel ◽  
Abd Rahman Ahmad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Quantitative Method ◽  
Affective Commitment ◽  
Critical Role ◽  
The Body ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
The Impact

The purpose: The purpose of this study was to find the impact of organizational commitment and Job satisfaction on nurses’ job performance. Methodology: The study conducted at the hospital of Ibn al-Athir and employed a quantitative method by structured questionnaires to collect the data. 200 questionnaires were distributed randomly and only 108 valid surveys likewise; the valid questionnaires have been analyzed by SPSS to exam the impact of organizational commitment and job satisfaction on job performance. Findings: the results indicated there is a positive and significant impact of Job satisfaction on nurses' performance. However, the three components of organizational commitment, Affective Commitment, Continuance Commitment, and Normative Commitment have a positive and significant impact on nurse's performance. The findings of this research indicate that employees ' job satisfaction and organizational commitment components play a critical role in nurses' performance. Implications: of this study to enrich the body of literature in the context of Iraq, which is suffering from a lack of studies related to nurses' performance. Novelty: the study provided useful and valuable recommendations to hospitals to increase nurse performance in the context of Iraq.

scholarly journals Organizational Commitment and Employee Performance with Special Reference to Administrative Officers at the University of Jaffna, Sri Lanka

2018 ◽  
Vol 1 (3) ◽  
pp. 168-173
Author(s):  
P. Krishnanathan ◽  
T Mangaleswaran
Keyword(s):  
Organizational Commitment ◽  
Sri Lanka ◽  
Job Performance ◽  
Employee Performance ◽  
Knowledge Gap ◽  
Empirical Knowledge ◽  
The University ◽  
The Impact ◽  
The Relationship ◽  
Structured Questionnaire

An empirical knowledge gap has been observed regarding the relationship between organizational commitment and employee job performance of Administrative Officers in University of Jaffna, Sri Lanka. Therefore, in order to fill this empirical knowledge gap, this study was carried out with the objectives of explores the relationship between organizational commitment and job performance and explores the impact of organizational commitment on job performance of Administrative Officers in University of Jaffna, Sri Lanka. The data of this study have been collected from 40 Administrative Officers in University of Jaffna, Sri Lanka through the structured questionnaire. The data were analysed with univariate and bivariate analyses using SPSS 19.0. Findings of the study stated that there is a medium positive relationship between organizational commitment and job performance. And also findings of the study stated that organizational commitment has significant impact on employee performance. This study suggested that organizational commitment of the employees can improve employees‟ job performance.

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