The Role of Job Satisfaction and Self-Efficacy as Mediating Mechanisms in the Employability and Affective Organizational Commitment Relationship: A Case From a Pakistani University

2012 ◽  
Vol 54 (6) ◽  
pp. 907-919 ◽  
Author(s):  
Amna Yousaf ◽  
Karin Sanders
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Self Efficacy ◽  
Affective Organizational Commitment ◽  
Mediating Mechanisms

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

Perceptions of corporate social responsibility, organizational commitment and job satisfaction

2015 ◽  
Vol 13 (1) ◽  
pp. 31-54 ◽  
Author(s):  
Caroline Closon ◽  
Christophe Leys ◽  
Catherine Hellemans
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Self Report ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Corporate Social ◽  
The Impact

Purpose – This paper aims to, first, investigate the impact of corporate social responsibility (CSR)’s various dimensions on organizational commitment and job satisfaction, and, second, to examine the moderating role of employee expectations in this relationship. Studies have increasingly focused the attention on the links between perceptions of CSR and employees’ attitudes. However, a majority of studies do concentrate on internal CSR impact. Design/methodology/approach – A field study based on data from 621 workers. The constructs were measured by validated self-report questionnaires. Findings – The results show that ethical and legal internal and external practices significantly influence the affective organizational commitment. The results also indicate that job satisfaction is positively influenced by internal and external ethico-legal practices as well as by philanthropic practices. Nonetheless, the role of expectation as moderator could not be demonstrated. This matter is discussed in the section dedicated to the limitations of the study. Originality/value – The originality of the contribution is undoubtedly to have integrated the concept of citizen-worker in this research on CSR.

scholarly journals Reframing commitment in authentic leadership: Untangling relationship–outcome processes

2019 ◽  
pp. 1-19 ◽  
Author(s):  
Andrei A. Lux ◽  
Steven L. Grover ◽  
Stephen T. T. Teo
Keyword(s):  
Organizational Commitment ◽  
Authentic Leadership ◽  
Leadership Behavior ◽  
Personal Identification ◽  
Mediation Model ◽  
Affective Organizational Commitment ◽  
Leadership Efficacy ◽  
Mediating Mechanisms ◽  
Relationship Outcome

Abstract Affective organizational commitment is theorized and empirically tested as a key mediator between authentic leadership and desirable employee outcomes. The results of a two-wave survey of 830 business people in Australia support a serial mediation model of authentic leadership efficacy. Followers' perceptions of authentic leadership behavior influence their personal identification and affect-based trust in the leader, which in turn are mediated by affective organizational commitment to positively influence their work engagement and job satisfaction. These findings reinforce previous work that positions personal identification and affect-based trust as the two primary mediating mechanisms of authentic leadership. This paper extends prior research by demonstrating the important role of followers' affective bonds with their organization in the operation of authentic leadership, moving beyond the dyad in our understanding of follower outcomes.

scholarly journals High-Performance Work Practices and Turnover Intention: Investigating the Mediating Role of Employee Morale and the Moderating Role of Psychological Capital

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402098855
Author(s):  
Anthony Frank Obeng ◽  
Yongyue Zhu ◽  
Prince Ewudzie Quansah ◽  
Albert Henry Ntarmah ◽  
Eric Cobbinah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
High Performance ◽  
Employee Morale ◽  
Affective Organizational Commitment ◽  
Mediating Role ◽  
High Performance Work Practices ◽  
The Relationship

This study examined the effects of high-performance work practices on turnover intention through the mediating role of employee morale. The study also examined the extent to which psychological capital could moderate the relationship between employee morale and turnover intention. With the aid of questionnaire administration, the study collected 469 valid responses from frontline employees in the hospitality sector of Ghana. Findings from the hierarchical regression analysis showed that training and empowerment had a significant influence on turnover intention. Training and reward also had a significant positive effect on job satisfaction. Empowerment, on the other hand, had a significant positive influence on affective organizational commitment. Both affective organizational commitment and job satisfaction significantly influenced turnover intention. Optimism and resilience moderated the relationship between affective organizational commitment and turnover intention. Also, self-efficacy moderated the relationship between job satisfaction and turnover intention. The study offers some implications and suggestions for future studies in the main text.

scholarly journals Work–Family Conflict and Job Outcomes for Construction Professionals: The Mediating Role of Affective Organizational Commitment

2020 ◽  
Vol 17 (4) ◽  
pp. 1443 ◽  
Author(s):  
Jiming Cao ◽  
Cong Liu ◽  
Guangdong Wu ◽  
Xianbo Zhao ◽  
Zhou Jiang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Structural Equation ◽  
Affective Organizational Commitment ◽  
Job Outcomes ◽  
Family Conflicts ◽  
Mediating Role ◽  
Work Family

This study developed and tested a model, which involves the effects of work–family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work’s interfering with family life and family life’s interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work–family conflicts on job satisfaction. This study advances our understanding of how or why work–family conflicts produce dysfunctional effects on employees’ job outcomes in the context of construction projects.

Linking Self-efficacy to Quality of Working Life: The Role of Work Engagement

2020 ◽  
Vol 42 (10) ◽  
pp. 821-828
Author(s):  
Alejandro Orgambídez ◽  
Yolanda Borrego ◽  
Octavio Vázquez-Aguado
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Nursing Staff ◽  
Work Engagement ◽  
Self Efficacy ◽  
Working Life ◽  
Public Hospitals ◽  
Affective Organizational Commitment ◽  
Quality Of Working Life

The aim of this study was to explore the effect of work engagement, as an intermediary variable, on the relationship between self-efficacy, and job satisfaction and affective organizational commitment as individual indicators of quality of working life (QWL). A cross-sectional correlational design was utilized assessing a convenience sample of 321 nursing staff. All participants were employed in public hospitals and had more than five months of professional experience in the same hospital. Mediation analysis was performed using path analysis and bootstrapping confidence intervals (percentile-corrected). Work engagement partially mediated the relation between self-efficacy and job satisfaction, and fully mediated the relation between self-efficacy and affective organizational commitment. Self-efficacy seems to be an important predictor of QWL in nursing staff, although its effect is partially mediated (e.g., job satisfaction) or fully mediated (e.g., affective commitment) by work engagement.

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