scholarly journals Does the Reflection of Foci of Commitment in Job Performance Weaken as Generations Get Younger? A Comparison between Gen X and Gen Y Employees

2021 ◽  
Vol 13 (16) ◽  
pp. 9271
Author(s):  
Ahmet Alkan Çelik ◽  
Mert Kılıç ◽  
Erkut Altındağ ◽  
Volkan Öngel ◽  
Ayşe Günsel
Keyword(s):  
Job Performance ◽  
Generational Differences ◽  
Affective Commitment ◽  
Employee Performance ◽  
Gen Y ◽  
The Past ◽  
Almost All ◽  
The Impact ◽  
The Relationship ◽  
Gen X

Today’s organizations increasingly recognize the fact that employees and employee performance are essential intangible assets that should be effectively managed. Affective commitment (AC) is a widely recognized antecedent of sustainable job performance. However, achieving AC has become a great challenge in general and has been especially difficult since the beginning of the pandemic because almost all companies asked their employees to stay at home and work remotely in an isolated manner. Today, many different generations work side by side, contrary to the past, when generational mixing was very rare. Many differences exist among these employee generations, which determine their feelings towards authority and organization. Accordingly, this paper aims to clarify generational differences in the interrelationships among AC and sustainable job performance between Gen X and Gen Y employees. As remote working structure limits the interactions that employees have with their supervisor, fellow employees, and the organization, we decided to use the foci of commitment: affective commitment to the organization, affective commitment to the supervisor, and affective commitment to coworkers. Based on data from 416 post-graduates of Beykent University and using the PLS-SEM technique, we find that commitment to the supervisor and commitment to the organization are positively associated with job performance. Moreover, the findings reveal that the impact of the relationship between commitment to the supervisor and job performance is weaker for Gen Y than for Gen X.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

scholarly journals A BUFFER ANALYSIS BASED ON CO-LOCATION ALGORITHM

2018 ◽  
Vol XLII-3 ◽  
pp. 2487-2490 ◽  
Author(s):  
G. Zhou ◽  
S. Huang ◽  
H. Wang ◽  
R. Zhang ◽  
Q. Wang ◽  
...  
Keyword(s):  
Spatial Analysis ◽  
Actual Situation ◽  
Complicated Problem ◽  
The Past ◽  
Buffer Analysis ◽  
Location Algorithm ◽  
Almost All ◽  
The Impact ◽  
The Relationship

Buffer analysis is a common tool of spatial analysis, which deals with the problem of proximity in GIS. Buffer analysis researches the relationship between the center object and other objects around a certain distance. Buffer analysis can make the complicated problem be more scientifically and visually, and provide valuable information for users. Over the past decades, people have done a lot of researches on buffer analysis. Along with the constantly improvement of spatial analysis accuracy needed by people, people hope that the results of spatial analysis can be more exactly express the actual situation. Due to the influence of some certain factors, the impact scope and contact range of a geographic elements on the surrounding objects are uncertain. As all we know, each object has its own characteristics and changing rules in the nature. They are both independent and relative to each other. However, almost all the generational algorithms of existing buffer analysis are based on fixed buffer distance, which do not consider the co-location relationship among instances. Consequently, it is a waste of resource to retrieve the useless information, and useful information is ignored.

Generational differences in relationship between prosocial identity fit and affective commitment

2019 ◽  
Vol 22 (3) ◽  
pp. 259-277 ◽  
Author(s):  
Nitya Rani ◽  
Anand A. Samuel
Keyword(s):  
Generational Differences ◽  
Affective Commitment ◽  
Polynomial Regression ◽  
Strongly Correlated ◽  
Generational Theory ◽  
Multigenerational Workforce ◽  
Content Type ◽  
Gen Y ◽  
Older Employees ◽  
The Relationship

Purpose The purpose of this paper is to examine the generational differences in the relationship between Person–Organization (P-O) fit of prosocial identity and affective commitment. Design/methodology/approach A moderated polynomial regression was used to examine the generational differences in the relationship between P-O fit of prosocial identity and affective commitment. Findings Organizational prosocial identity was found to be strongly correlated to affective commitment of employees. Generational differences existed among the employees in affective commitment and perception of organizational prosocial identity with Gen Y employees showing lower affective commitment and lower perception of organizational prosocial identity than older employees. P-O fit of prosocial identity had a significant relationship with affective commitment only for Gen Y employees. Gen Y employees had highest affective commitment when both individual and organizational prosocial identity were high vs when both were low. Research limitations/implications This study extends the research on P-O fit by examining the fit of a new dimension – prosocial identity. Further, by examining differences in this relationship for members of each generation, this paper also extends the research on generational theory. Practical implications The results of this study provide important input to managers who seek to increase the affective commitment of the “job hopping” Gen Y employees. The P-O fit of prosocial identity may present an important way of improving affective commitment for this generation of employees. Originality/value This study is one of the first to examine P-O fit of prosocial identity in India. It is also one of the first to examine this relationship in the context of a multigenerational workforce.

scholarly journals Employee Commitment and Job Performance in Federal University Dutsin-ma, Katsina State

2020 ◽  
Vol 6 (16) ◽  
pp. 36-46
Author(s):  
Aminu IBRAHIM1 ◽  
◽  
Oladejo Lukman GBOLAGADE ◽  
Munir Shehu MASHI ◽  
Kabir IBRAHIM ◽  
...  
Keyword(s):  
Job Performance ◽  
Affective Commitment ◽  
Employee Performance ◽  
Correlation Coefficients ◽  
Employee Commitment ◽  
Sampling Technique ◽  
Total Sample ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
The Impact

Employee commitment and job performance are considered to be an issue in Federal University Dutsin-ma to achieve high employee performance. The objective of this study is to study the employee commitment in relation to the performance of FUDMA Staff. The study investigated the impact of three dimensions of employee commitment-continuance, normative and affective commitments on employee Job performance. The researcher adopted a descriptive survey research design; total sample of 299 were selected using convenience sampling technique. Questionnaires were used to collect the data. Both Pearson Product Moment Correlation Coefficients and Multiple Regression Analysis using SPSS were used to analyze the data. The results show that there is a significant relationship between continuance commitment and Job performance. As unexpected, the relationships between normative and affective commitment are not supported. The paper recommends the University to consider provision of incentives and conducive atmosphere that will enable employees to have affection for their jobs.

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.

scholarly journals The Mediating Effect of Organizational Commitment in the Impact of Transformational Leadership Style on Employee Performance: A Study of Divisional Secretariats in the Jaffna District

2019 ◽  
Vol 9 (2) ◽  
pp. 116 ◽  
Author(s):  
Thaneswary Raveendran ◽  
Aruna Shantha Gamage
Keyword(s):  
Factor Analysis ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Job Performance ◽  
Leadership Style ◽  
Employee Performance ◽  
Mediating Effect ◽  
Transformational Leadership Style ◽  
The Impact ◽  
The Relationship

The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees’ job performance in the Divisional Secretariats in Jaffna District. 287 employees were selected for this study. Leadership styles were measured using MLQ Rater Form 5-x, employee performance was measured using job performance Scale and organizational commitment was measured using Organizational Commitment Questionnaire. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis performed to confirm the validly and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on organizational commitment. It was also found that organizational commitment doesn’t have a mediating effect in the impact of transformational leadership on employee performance. The findings also revealed that organizational commitment doesn’t have impact on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover larger samples and the other public sector organizations to better understand the relationship between the variables. 

scholarly journals IMPACT OF GENERATIONAL DIFFERENCES ON EMPLOYEES’ PREFERENCES FOR ENGAGEMENT - ENABLERS AND DRIVERS AT FEROZE1888 MILLS LTD

2017 ◽  
Vol 13 (1) ◽  
pp. 25-44
Author(s):  
Jamila Majid ◽  
Keyword(s):  
Employee Engagement ◽  
Generational Differences ◽  
Random Sampling ◽  
Total Sample ◽  
Research Paper ◽  
Diagnostic Model ◽  
Gen Y ◽  
The Impact ◽  
Gen X ◽  
One Way Anova

The aim of this study is to identify the impact of generational differences on employee preferences for engagement - enablers and drivers at feroze1888 mills ltd. To conduct this research, Employee Engagement Drivers have been identified through the research paper named as ‘The Drivers of Employee Engagement- a diagnostic model' which was presented by Institute of Employment Studies in 2003, while the Employee Engagement Enablers have been extracted from the research paper ‘Engaging for Success- Enhancing performance through employee engagement’ published in 2009 by MacLeod and Clarke. The identified variables in terms of Enablers and Drivers have then been evaluated with respect to preferences of three generations for them which includes Baby Boomers, Gen X and Gen Y. Stratified Random Sampling has been used for this research resulting in a total sample size of 208 respondents comprising of 3 strata groups based on the 3 generations. For data Integration and analysis, one-way ANOVA has been used to find out the results in categorical form for the purpose of creating a comparison between the three groups. Having some of its hypothesis rejected while majority getting excepted, the research has concluded that ‘yes there do exist some difference amongst the 3 generations in their preferences for the Enablers and Drivers’. This research can be useful for organizations who consider the Engagement of each of their employees equally important regardless of the age bracket to which they belong. This research can provide them an insight about which areas of Employee Engagement are to be kept in focus to engage their young, middle aged and senior employees.

Organizational learning and Gen Y employees’ affective commitment: The mediating role of competency development and moderating role of strategic leadership

2018 ◽  
Vol 26 (5) ◽  
pp. 815-831
Author(s):  
Mohammad F Naim ◽  
Usha Lenka
Keyword(s):  
Organizational Learning ◽  
Affective Commitment ◽  
Primary Data ◽  
Strategic Leadership ◽  
Competency Development ◽  
It Industry ◽  
Gen Y ◽  
The Impact ◽  
The Relationship

AbstractThe present study is aimed at investigating the impact of strategic leadership on the affective commitment of Gen Y employees working in the Indian IT industry. Also, the link between organizational learning and affective commitment is examined alongwith the effect of competency development in mediating the relationship between them. A primary data were collected from a sample of 356 Gen Y employees (born between 1980 and 2000) from IT industry in Delhi, NCR India. Data analysis was carried out using CFA and an SPSS macro named PROCESS. Findings reveal that organizational learning has a direct influence on the affective commitment of Gen Y employees and competency development mediates the relationship between the two; also strategic leadership positively moderates the linkage of organizational learning and competency development. This study contributes to the literature on strategic leadership, organizational learning, competency development, and affective commitment.

scholarly journals How does mentoring contribute to Gen Y employees’ intention to stay? An Indian perspective

2017 ◽  
Vol 13 (2) ◽  
pp. 314-335 ◽  
Author(s):  
Mohammad Faraz Naim ◽  
Usha Lenka
Keyword(s):  
Affective Commitment ◽  
Primary Data ◽  
Direct Influence ◽  
It Industry ◽  
Intention To Stay ◽  
Gen Y ◽  
The Impact ◽  
The Relationship ◽  
Indian Perspective ◽  
Organization Support

The present study is aimed at investigating the impact of mentoring on intention to stay of Gen Y employees working in Indian IT industry. Also, the mediating roles of perceived organization support and affective commitment are examined. Primary data were collected from a sample of 314 Gen Y employees (born between 1980-2000) from IT industry in Delhi, NCR India. Data analysis was carried out using AMOS and SPSS to test sequential mediation. Findings reveal that mentoring has a direct influence on intention to stay of Gen Y employees and perceived organization support and affective commitment sequentially mediate the relationship between the two. This study contributes to the literature on mentoring, perceived organization support, affective commitment, and intention to stay.

Contemporary Qur'anic Studies in Iran and its Relationship with Qur'anic Studies in the West

2012 ◽  
Vol 14 (1) ◽  
pp. 45-72
Author(s):  
Morteza Karimi-Nia
Keyword(s):  
Islamic Law ◽  
Human Sciences ◽  
The West ◽  
Communications Technologies ◽  
Religious Learning ◽  
The Status ◽  
Islamic Republic Of Iran ◽  
Almost All ◽  
The Impact ◽  
The Relationship

The status of tafsīr and Qur'anic studies in the Islamic Republic of Iran has changed significantly during recent decades. The essay provides an overview of the state of Qur'anic studies in Iran today, aiming to examine the extent of the impact of studies by Western scholars on Iranian academic circles during the last three decades and the relationship between them. As in most Islamic countries, the major bulk of academic activity in Iran in this field used to be undertaken by the traditional ʿulamāʾ; however, since the beginning of the twentieth century and the establishment of universities and other academic institutions in the Islamic world, there has been increasing diversity and development. After the Islamic Revolution, many gradual changes in the structure and approach of centres of religious learning and universities have occurred. Contemporary advancements in modern sciences and communications technologies have gradually brought the institutions engaged in the study of human sciences to confront the new context. As a result, the traditional Shīʿī centres of learning, which until 50 years ago devoted themselves exclusively to the study of Islamic law and jurisprudence, today pay attention to the teaching of foreign languages, Qur'anic sciences and exegesis, including Western studies about the Qur'an, to a certain extent, and recognise the importance of almost all of the human sciences of the West.

Sign in / Sign up

Export Citation Format

Share Document