scholarly journals Organizational Commitment, Job Redesign, Employee Empowerment and Intent to Quit Among Survivors of Restructuring and Downsizing

2006 ◽  
Author(s):  
Isaiah O. Ugboro
Keyword(s):  
Organizational Commitment ◽  
Employee Empowerment ◽  
Intent To Quit ◽  
Job Redesign

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.

Socialization tactics and youth worker adjustment: the mediating roles of fit perceptions

2018 ◽  
Vol 23 (4) ◽  
pp. 360-381 ◽  
Author(s):  
Seok-young Oh
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Ordinary Least Squares ◽  
Youth Workers ◽  
Perceived Fit ◽  
Intent To Quit ◽  
Socialization Process ◽  
Content Type ◽  
New Employees ◽  
Study Circle

Purpose The purpose of this paper is to identify how three types of socialization tactics – content, context and social tactics – influence fit perceptions, and then how three types of fit perceptions – person–organization (P–O) fit, person–job (P–J) fit and person–group (P–G) fit – mediate the relationship between socialization tactics and positive socialization outcomes: organizational commitment, job satisfaction and intent to quit. Design/methodology/approach Responses from participants – 207 Korean youth workers – were subjected to ordinary least squares path analyses with bootstrapping to test the hypotheses. Findings First, this study found that socialization tactics promote youth workers’ perceived fit with organization, job, and people. Then, the mediation model showed that content socialization tactics do not influence dependent variables (socialization outcomes) through mediators (fits), while context tactics influence through perceived P–O fit and P–G fit for organizational commitment only, and social tactics through perceived P–O, P–J and P–G fit for organizational commitment, job satisfaction and intent to quit. Research limitations/implications The results of this study suggest that institutionalized social tactics can serve as a key socialization method for new employees. In addition, youth organizations need to implement jointly formal and collective training programs with follow-up social workplace learning (e.g. mentoring and study circle) to help newcomers share the values of the organization and integrate well into it. Originality/value This study contributes for understanding the socialization process of new employees working in educational and social work fields and role of fit perception between socialization tactics and their career successes.

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.

scholarly journals The Impact of Employee Empowerment on the Organizational Commitment

2018 ◽  
Vol 8 (3) ◽  
pp. 284
Author(s):  
Wael Zaraket ◽  
Robert Garios ◽  
Layla Abdel Malek
Keyword(s):  
Organizational Commitment ◽  
Banking Sector ◽  
Employee Empowerment ◽  
Positive Relation ◽  
The West ◽  
Core Components ◽  
The Subject ◽  
The Impact ◽  
Business Sectors ◽  
Self Administered Questionnaire

Organizational commitment has been a topic of extensive interest since 1950 due to its substantial implications on both employees and organizations. Therefore, it is crucial for every company to determine and understand the aspects which boost the commitment of its employees thus leading to achieve its objectives and optimize the human capital. Hence, the purpose of this research was to analyze the impact of core components of employee empowerment on the organizational commitment in the Lebanese Banking sector.This research adopted the principles of positivism where the researcher was independent from the study. Since the study was already grounded from an existing theoretical framework with the purpose of testing hypotheses, the deductive approach was followed.  After studying the existing literature related to the subject, the researcher conducted a quantitative study. The data was distributed and collected from 123 employees working in the Lebanese Banking sector using a self-administered questionnaire. The aim of this questionnaire was to explore the influence of job autonomy, motivation, training and compensation on organizational commitment.The hypotheses which were proposed to be tested during the research were verified. The results reflected a positive relation between the components of employee empowerment and organizational commitment. This was in alignment with the other business sectors in Lebanon and in similar banking sector in the region and the West. Accordingly, the banks should consider employee empowerment as one of the factors in promoting organizational commitment. Consequently, this leads to employees’ organizational retention in the Lebanese Banking sector.

scholarly journals Transactional Leadership Style, Organizational Justice And Employee Empowerment to Employee Organizational Commitments in the Yogyakarta Social Service

2021 ◽  
Vol 1 (4) ◽  
pp. 241-250
Author(s):  
Mariana Ari
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Social Service ◽  
Employee Empowerment ◽  
Analysis Technique ◽  
Saturated Sample ◽  
Transactional Leadership Style ◽  
Data Collection Technique

This study aims to explain transactional leadership, organizational justice and employee empowerment towards employee organizational commitment in the Yogyakarta Social Service office. In this study, the research uses a quantitative approach because the analysis is based on existing theories and is related to the research topic. The theories used by researchers are Transactional leadership theory, Organizational Justice, Employee Empowerment and Organizational Commitment. The sample used was as many as 50 people who were determined by the saturated sample method. The data collection technique used was a questionnaire. The analysis technique used is simple regression with a significant level of 0.05. The results showed that (1) variable, transactional leadership has a positive and significant effect on organizational commitment (2) organizational justice has positive and significant impact on organizational commitment (3) employee empowerment has an effect positive and significant towards organizational commitment. Companies should pay attention to transactional leadership, organizational justice and employee empowerment to increase organizational commitment (4) taransactional leadership, organizational justice and employee empowerment simultaneously towards organizational commitment

scholarly journals Study on organizational commitment and workplace empowerment as predictors of organization citizenship behaviour

2016 ◽  
Vol 3 (3) ◽  
pp. 63
Author(s):  
Shiney Chib
Keyword(s):  
Human Capital ◽  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Empowerment ◽  
Citizenship Behavior ◽  
Work Place ◽  
Organizational Success ◽  
Workplace Empowerment

Organizational citizenship behavior (OCB) can be defined as, anything positive and constructive that employees do voluntarily, which supports co-workers and benefits the company. These employees are always ready to ‘go the extra mile’ or ‘go above and beyond’ the minimum efforts required to do a merely satisfactory job. Human capital plays a key role in achieving organization objectives with the highest effectiveness. Employee empowerment is a strategy and philosophy and helps employees own their work and take responsibility for their results. Organizational commitment is individual’s psychological involvement and attachment to the organization and is very important for organizational success. It predicts work variables such as turnover, organizational citizenship behavior and job performance. This paper is an effort to analyze work place empowerment and organizational commitment as a predictor of organizational citizenship behavior.

scholarly journals The Effect of Employee Empowerment and Work Stress on Employee Organizational Commitment Mediated by Job Satisfaction (Case Study of Financial Services Cooperatives in Denpasar)

2020 ◽  
Vol 7 (2) ◽  
pp. 92-103
Author(s):  
I Gede Suriadnyana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Financial Services ◽  
Quantitative Research ◽  
Local Area ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Empowerment

A cooperative is a business entity owned and operated by an individual for the benefit of members. The business outgrowth is aligned with the small-medium business expansion in the local area, Bali as general. The objectives of this study are to examine the effect of employee empowerment, job stress, organizational commitment, job satisfaction at the Financial Services Cooperative in Denpasar and to examine the role of job satisfaction in mediating the effect of employee empowerment on organizational commitment at the Financial Services Cooperative in Denpasar. The data for this study conducted from representable cooperatives in Denpasar based on the criteria of a minimum asset, and Good cooperate governance score, this researched collected 63 numbers of respondents by random sampling method. This study is implemented qualitative and quantitative research by spreading the questionnaire to the respondence and also interviewed after the respondence filled up the questionnaire, Partial least square (PLS) has been used as hypothesis testing. The results of this study show that (1). Employee empowerment process is effect positively significant to job satisfaction for the cooperatives employment, (2). Work field pressure has a positive effect on job satisfaction, (3). Work field pressure is positive but insignificantly effect to the organizational commitment, (4). Job satisfaction is showing positive insignificant effect toward the organizational commitment, (5). This research found that mediation factor between commitment and employee empowerment is work satisfaction.

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