An investigation on the effect of employee empowerment and social support on organizational commitment and burnout

2022 ◽  
Author(s):  
P. Praba Devi ◽  
P. K. Anjani
Keyword(s):  
Social Support ◽  
Organizational Commitment ◽  
Employee Empowerment

scholarly journals The impact of transformational leadership on individual academy performance through knowledge sharing

2021 ◽  
Vol 9 (2) ◽  
pp. 465-480 ◽  
Author(s):  
Thi Minh Thu Vu ◽  
Khashayar Yazdani
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Knowledge Sharing ◽  
Employee Engagement ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

The objective of this paper is to evaluate the impact of transformational leadership on individual academy performance through knowledge sharing, organizational learning, organizational commitment in higher education Vietnam. The study conducts the research on 500 lecturers at 10 universities in Vietnam. The study uses Smart pls 3.6 software to analyze the data. The results show that transformational leadership had a positive effect on knowledge sharing, organizational learning and organizational commitment. Ultimately, employee engagement and social support play a moderate role in the relationship between transformational leadership and knowledge sharing statistically. However, organizational learning and organizational commitment did not play any mediate role on the relationship between transformational leadership and knowledge sharing.

scholarly journals Pengaruh Pemberdayaan Karyawan, Kecerdasan Emosional, dan Kepuasan Kerja Karyawan terhadap Komitmen Organisasional pada Plan A di Perusahaan Industri Suku Cadang dan Aksesoris Kendaraan Bermotor Kota Cimahi

2021 ◽  
Vol 1 (2) ◽  
pp. 180-195
Author(s):  
Ghina Nur Amalia ◽  
Arjuna Rizaldi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Strong Relationship ◽  
Employee Empowerment ◽  
Primary Data ◽  
Manufacturing Companies ◽  
Positive Direction ◽  
Employee Job Satisfaction ◽  
Relationship Of

This study aims to determine the effect of Employee Empowerment, Emotional Intelligence, and Employee Job Satisfaction in Plan A in one of the automotive parts and accessories manufacturing companies in Cimahi City, either partially or simultaneously. Considering that in the activities of industrial companies in this study, employees are required to achieve production targets with a predetermined processing time as an effort to meet company targets in order to achieve company goals. So, it is very necessary to have employee commitment in this research company. Descriptive verification is the method that researchers use. Primary data in this study were obtaind from the results of statements (questionnaires) which were distributed directly to 174 respondents, while secondary data were obtained from employee data in this study. SPSS v.25 software is used in this study to analyze multiple linear regression and to test hypotheses. The results obtained are that there is a partially significant effect of employee empowerment on organizational commitment with a positive direction relationship of 0.523; Emotional Intelligence has a significant effect on partial organizational commitment with a positive direction relationship of 0.627; Then on employee job satisfaction as the third independent variable found the results that have a partially significant effect on organizational commitment with a positive direction relationship of 0.063; Employee Empowerment, Emotional Intelligence, and employee job satisfaction can simultaneously affect organizational commitment. In addition, there are results obtained that this research is in the category of a fairly strong relationship with a positive correlation, so it can be concludeid that if the independent variables of employe empowerment, emotional intelligence, and employee job satisfaction are high, the organizational commitment is also higher.

PSYCHOLOGICAL EMPOWERMENT AND ORGANIZATIONAL COMMITMENT: EVİDENCE FROM THE TOURİSM INDUSTRY

2021 ◽  
Vol 6 (16) ◽  
pp. 179-188
Author(s):  
Gönül KAYA ÖZBAĞ ◽  
Tülay POLAT ÜZÜMCÜ
Keyword(s):  
Organizational Commitment ◽  
Ethical Climate ◽  
Psychological Empowerment ◽  
Positive Impact ◽  
Tourism Industry ◽  
Employee Empowerment ◽  
Future Research ◽  
Continuance Commitment ◽  
High Unemployment ◽  
Tourism Sector

Purpose: This study intends to explore the link between psychological empowerment (PE) and organizational commitment (OC) with the data obtained from tourism sector employees in Turkey. Accordingly, the goals of the study are: i) To measure the level of OC (affective, normative and continuance commitment) among employees in the tourism sector in Turkey ii) To measure the level of PE (meaning, competence, self-determination and impact) iii) To examine the relationship between PE and OC. To test the proposed relationship, three hypotheses are developed; H1: PE will have a positive impact on affective commitment. H2: PE will have a positive impact on normative commitment. H3: PE will have a positive impact on continuance commitment. Research Methods: Each variable was measured using a 5-point Likert scale ranging from “strongly disagree” (1) to “strongly agree” (5). PE was measured by 12 items developed from the study of Spreitzer (1995). OC was measured by 9 items developed from the study of Meyer & Allen (1997). The data of the study were obtained both through the questionnaire technique via Google form and face to face interviews. Of the 118 respondents 80(68%) were men, and 38 (32%) were women. The majority of the participants (45%) are ranged in age from 17 to 25 years. Of the participants, %31 have üniversity educations and %46 have been working between 3 and 5 years in the company. The majority of the participants have an income ranging from 4001-6000 ? (Turkish Liras) where the net minimum wage is wage for single people is 2,826 ? ($377) a month. Data from 118 employees have been evaulated by using of the SPSS 20.0 program Results and Discussion: The findings of the study reveal that the level of AC (mean = 3,81), NC (mean = 3,53), and CC (mean = 3,82) is moderate among tourism sector employees. Continuance commitment appears to be the highest of the three components of the OC which is not surprising as the respondents of the survey are from Turkey which has high unemployment rate (13,4 percent in February of 2021). In high unemployment work environments employees are likely to exhibit higher levels of CC because of the higher penalty of job loss. In such environments feelings of job insecurity among employees creates an incentive to embrace their current employment and thus they remain loyal and committed to their organization(Shapiro-Stiglitz, 1984). In terms of the correlations between the variables, the results reveal that all of the variables show significant positive correlations. On the other hand the findings indicate employees in tourism sector felt that they are not empowered enough by their organization (mean = 2,65). that the level. This result suggests that although employee empowerment is proved to be a useful tool, managers are resistant to share their power. Overall, consistent with other studies (Joo et al., 2010; Choong et al., 2011; Rawat, 2011; İbrahim, 2020), findings of the study indicate that PE has positive and significant impacts on AC (ß = .31, p< .01), NC (ß = .26, p< .05), CC (ß = .21, p< .05). Therefore it is evident that there is a need to improve the current situation at tourism companies with respect to all the components of the PE which in turn would enhance OC levels of employees. Implications: This research suggests that employees’ empowerment experiences directly affect their commitment level and thus in order generate high degree of OC, the tourism companies should develop training programs to foster managers in understanding appropriate practices and behavior sets that will enhance employee empowerment. However, it is useful to evaluate the results of the research in consideration of some constraints. First of all, the present study is carried out in Turkish companies in the tourism sector and the sample size is quite small. Therefore, one may debate that generalization of the results is questionable. Future research should observe a broader set of in order to identify if any the differences exist in relation to the characteristics of its industry. Researchers should also look to impact of leadership styles, ethical climate, corporate reputation on OC.

scholarly journals PENGARUH KEPEMIMPINAN, PEMBERDAYAAN KARYAWAN DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI PADA HOTEL KLAPA RESORT PECATU

2018 ◽  
Vol 7 (11) ◽  
pp. 6269
Author(s):  
Bagus Indra Dwi Putra ◽  
I Wayan Suana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Census Data ◽  
Analytical Techniques ◽  
Employee Empowerment ◽  
Primary Data ◽  
Linear Regression Method ◽  
Organizational Goals ◽  
Independent Variables ◽  
Multiple Linear Regression Method

The purpose of this study is to determine the influence of leadership, employee empowerment, and job satisfaction of organizational commitment. This research was conducted at Hotel Klapa Resort Pecatu. The number of population taken as many as 60 people, in this study the method of determining the sample used is the census. Data collection is done through primary data in the form of questionnaires and interviews. Analytical techniques conducted in this study using multiple linear regression method using independent variables of leadership, employee empowerment, and job satisfaction. Based on the results of research can be concluded that leadership has a positive and significant effect. Employee empowerment has positive and significant impact to organizational commitment. And job satisfaction has a positive and significant impact on organizational commitment. Based on the results of management research Hotel Klapa Resort Pecatu need to create leadership with an exemplary attitude. If the leader has become an exemplary figure for his employees in leading the company, then the employee will follow the exemplary attitude of the leader. Increased leadership attitudes are expected to increase organizational commitment for the achievement of organizational goals.

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