scholarly journals Diversity Training and its Impact on the Employees’ Organizational Commitment: Job Satisfaction as a Moderating Variable in the Classic Fashion Apparel Industry Company

2018 ◽  
Vol 13 (10) ◽  
pp. 116 ◽  
Author(s):  
Rokaya AL-Badareen ◽  
Hadeel Al-Ghazzawi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Diversity Training ◽  
Positive Impact ◽  
Apparel Industry ◽  
Research Data ◽  
Fashion Apparel ◽  
The Impact ◽  
The Relationship

The purpose of this study is to examine the impact of diversity training on the organizational commitment and also identify the role of job satisfaction in improving the relationship between diversity training and organizational commitment of the employees. For this purpose, the data gathered from (110) individuals operating in Classic Fashion Apparel Industry Company in Jordan have been analyzed, applying statistical techniques and methods. The analysis of the research data has revealed that the diversity training had a positive impact on the organizational commitment of employees. The research data has also indicated that the job satisfaction, as a Moderating Variable, had a meaningful role in improving the relationship between diversity training and organizational commitment.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

The mediating role of job satisfaction in the relationship of vertical trust and distributed leadership in health care context

2016 ◽  
Vol 11 (2) ◽  
pp. 722-738 ◽  
Author(s):  
Ajay K. Jain
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Distributed Leadership ◽  
Positive Impact ◽  
Public Hospitals ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at investigating the effect of vertical trust on distributed leadership (DL) and performance as mediated by job satisfaction, and further to observe the role of DL in carrying out the effect of satisfaction on employees’ performance. Design/methodology/approach As grounded in the organizational citizenship behavior (OCB) literature, the author proposes that employees’ participation in DL should be viewed as an extra role behavior, as leadership functions are not directly related to their job description. The study uses large-scale survey data from a study in one of Denmark’s largest public hospitals (N = 1,439). Findings The results of structural equation modelling (SEM) analysis showed that job satisfaction mediates the relationship between vertical trust and DL, and DL had a positive impact on job performance. Furthermore, the results showed that job satisfaction had a positive impact on DL and employees’ performance. Moreover, DL has positively affected employees’ performance, and it carries the impact of job satisfaction on performance. Research limitations/implications The study showed that trust and job satisfaction are important triggers of DL. Furthermore, results are interesting because literature so far has shown an insignificant relationship between satisfaction and performance. Here, the author establishes that the satisfaction–performance relationship is mediated by DL. The findings should motivate health care organizations to introduce structures and educate formal leaders so that DL can be enabled. Originality/value This should be the first study that relates trust and DL in an empirical manner. As grounded in the OCB literature, results also showed the significance of job satisfaction as a mediator variable.

scholarly journals The Mediating Role of Trust in Management on Job Satisfaction and Organizational Commitment

Pravaha ◽  
2020 ◽  
Vol 25 (1) ◽  
pp. 43-52
Author(s):  
Binod Ghimire
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Practical Implication ◽  
Mediating Effect ◽  
Mediating Role ◽  
Trust In Management ◽  
The Impact ◽  
The Relationship

Purpose- The paper aims to empirically testing the mediating effect of trust in management in the relationship between organizational justice and personal outcomes. The main purpose of this study is to understand mediating role of trusting the management on organizational justice and its impact on job satisfaction and organizational commitment. Approach- The study is based on the effect of organizational justice, trust in management, job satisfaction and organizational commitment among nursing staff working at different hospitals at Kathmandu Valley. This study incorporates design and distribution of questionnaire to 160 nurses belonging to different hospitals working on different scale of pay level. Findings- Organizational justice alone does not significantly increase job satisfaction as well as commitment in the organization. Trust in management mediates the relationship organizational justice and personal outcome. Organizational justice positively affect personal outcome when mediated by high trust in management. Practical implication- This paper is useful to academicians and organizations to understand the impact of trust in management on the work performance. This study provides practical implications towards nurses and management of hospitals. Management requires change in behavior to develop trusting environment in workplace.

The impact of leader–member exchange on lodging employees’ dynamic capacities: The mediating role of job satisfaction

2019 ◽  
Vol 20 (2) ◽  
pp. 237-244
Author(s):  
Bekir Eşitti ◽  
Mesut Kasap
Keyword(s):  
Job Satisfaction ◽  
Dynamic Capabilities ◽  
Positive Impact ◽  
Leader Member Exchange ◽  
Mediating Role ◽  
Member Exchange ◽  
The Impact ◽  
The Relationship

Firms take precautions with their dynamic capacities in response to rapidly changing and volatile conditions. Leader–member exchange refers to the importance of supervisors’ role in shaping employees’ work attitudes and job satisfaction. Previous researches on the relation between leader–member exchange and dynamic capabilities obtained mixed results; a call has been made for an examination of dynamic capabilities of lodging firms from the perspective of leader–member exchange. This research predicts that leader–member exchange is associated with dynamic capabilities and higher level of job satisfaction. Thus, this study examines the impact of five-star hotel employees’ leader–member exchange on the dynamic capabilities of a hospitality organization and the mediation role of job satisfaction between leader–member exchange and dynamic capabilities. Results from five hotel teams in Istanbul with 390 employees show that job satisfaction has a meaningful and positive impact on dynamic capabilities. Leader–member exchange has a statistically significant impact on dynamic capabilities and job satisfaction partially mediating the relationship between leader–member exchange and dynamic capabilities. This study also provides valuable recommendations on how to assess the service quality of lodging firms by assessing their dynamic capabilities. Specifically, Istanbul’s lodging firms should focus on job satisfaction to improve the dynamic capability of their employees.

Role of Occupational Stress to the Relationship between Job Satisfaction and Organizational Commitment

2016 ◽  
Vol 9 (2) ◽  
Author(s):  
Vivek Tiwari ◽  
S. K. Singh
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Occupational Stress ◽  
Satisfaction Level ◽  
The Mind ◽  
The Impact ◽  
The Relationship

Stress, the word whenever strikes the mind is usually interpreted in negative terms though in practice stress as a variable can be a good motivator if present only to a certain level (eustress), but when it crosses that minimum required limit and turns into distress, it may cause an employee loose interest in the job and hence reduce the job satisfaction level and hence may result into a lesser commitment to organization. It may even become such a big de-motivator that can even reduce the energy and zeal of an employee to even work any further. Thus this study is an attempt in finding out the relationship that organizational commitment shares with job satisfaction and the impact that occupational stress has on the relationship.

scholarly journals Mediating effect of intrinsic motivation on the relationship between Islamic work ethic, job satisfaction, and organizational commitment in banking sector

2019 ◽  
Vol 12 (1) ◽  
pp. 76-95 ◽  
Author(s):  
Alborz Gheitani ◽  
Saheb Imani ◽  
Nader Seyyedamiri ◽  
Pantea Foroudi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intrinsic Motivation ◽  
Significant Relationship ◽  
Content Type ◽  
Mediating Role ◽  
Islamic Work Ethic ◽  
The Impact ◽  
The Relationship

Purpose In line with the general purpose mentioned, this paper aims to determine the impact of the Islamic work ethic (IWE) on job satisfaction and organizational commitment among the employees of Bank Maskan by examining the mediating role of intrinsic motivation. Design/methodology/approach Analysis of data obtained from 220 questionnaires related to research variables with AMOS software shows a positive and significant relationship between IWE and job satisfaction and organizational commitment with the mediating role of intrinsic motivation. Findings The findings revealed a direct effect of IWE on job satisfaction, but there was no direct significant relationship between this variable and organizational commitment. Also, intrinsic motivation plays a partial and completely mediatory role in the relationship between IWE and job satisfaction and between IWE and organizational commitment. Research limitations/implications The impact of participation in strategic planning on managers’ creation of budgetary slack: The mediating role of autonomous motivation and affective organizational commitment. Originality/value As the nature of bank employees’ work is such that it confronts them with numerous ethical choices, the adherence to ethical standards, particularly IWE, can greatly affect their enthusiasm and, as a result, their satisfaction and organizational commitment.

scholarly journals Impact of Authoritative and Laissez-Faire Leadership on Thriving at Work: The Moderating Role of Conscientiousness

2021 ◽  
Vol 11 (3) ◽  
pp. 667-685
Author(s):  
Zulfiqar Ahmed Iqbal ◽  
Ghulam Abid ◽  
Muhammad Arshad ◽  
Fouzia Ashfaq ◽  
Muhammad Ahsan Athar ◽  
...  
Keyword(s):  
Leadership Style ◽  
Positive Impact ◽  
Work Relationship ◽  
Laissez Faire ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role ◽  
Thriving At Work

This study empirically investigates the less discussed catalytic effect of personality in the relationship of leadership style and employee thriving at work. The growth and sustainability of the organization is linked with the association of leadership style and employee thriving at the worplace. The objectives of this study are to explore the impact of authoritative and laissez-faire leadership styles and the moderating role of the personality trait of conscientiousness on thriving in the workplace. A sample of 312 participants was taken from a leading school system with its branches in Lahore and Islamabad, Pakistan. The participants either worked as managers, teachers in headquarters, or school campuses, respectively. The regression results of the study show that authoritative leadership and conscientiousness have a significantly positive impact on thriving at work. Furthermore, conscientiousness moderates the relationship between laissez-faire style of leadership and thriving at work relationship. The findings of this study have theoretical implications for authoritative and laissez-faire leadership, employee conscientiousness, and managerial applications for the practitioners.

scholarly journals Investigating Organizational Commitment as the Outcome of Job Satisfaction: A Study of Banking Sector of Pakistan

2012 ◽  
Vol 2 (4) ◽  
pp. 146 ◽  
Author(s):  
Maryam Saeed Hashmi ◽  
Dr. Imran Haider Naqvi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Theory And Practice ◽  
Descriptive Statistics ◽  
Sample Characteristics ◽  
Intrinsic Job Satisfaction ◽  
The Relationship ◽  
Positive Effect

This study aims to elaborate the role of job satisfaction in committing employees with organization. This study tested the effect of both components of job satisfaction (intrinsic and extrinsic) of on organizational commitment in banking sector of Pakistan. Data was gathered from employees working in banks of Pakistan. The study has uses descriptive statistics (mean and standard deviation) to identify sample characteristics and inferential statistics (multiple linear regression) to find out the relationship between variables. Results showed the significant and positive effect of both components of job satisfaction on organizational commitment. This study is a contribution to theory and practice with an increased understanding on importance of job satisfaction in committing the employees with the organization.   Keywords: Intrinsic Job Satisfaction, Extrinsic Job Satisfaction, Organizational Commitment  

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