scholarly journals Self-efficacy and optimism as predictors of organizational commitment among bank employees

2012 ◽  
Vol 2 (2) ◽  
Author(s):  
Saleem Akhter ◽  
Saba Ghayas ◽  
Adnan Adil
Keyword(s):  
Organizational Commitment ◽  
Self Efficacy ◽  
Bank Employees

scholarly journals An Empirical Study on the Model of Self-Efficacy and Organizational Citizenship Behavior Transmitted through Employee Engagement, Organizational Commitment and Job Satisfaction in the Thai Automobile Parts Manufacturing Industry

2021 ◽  
Vol 7 (3) ◽  
pp. 170
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Manufacturing Industry ◽  
Statistical Significance ◽  
Citizenship Behavior ◽  
Parts Manufacturing

This research aims to study the direct and indirect influence of self-efficacy on organizational citizenship behavior transmitted through employee engagement, organizational commitment and job satisfaction, and to examine employee engagement, organizational commitment and job satisfaction as partial or full mediators. The study samples were 400 employees in the automobile parts manufacturing industry. The study instruments used by previous researchers were applied and back translation was conducted on all questionnaire items. Content validity and reliability was then tested prior to using them for data collection. Direct and indirect influences and mediators were analyzed with the Hayes Model 81 using the PROCESS Program. Results revealed that self-efficacy had a direct influence on organizational citizenship behavior with statistical significance, with an indirect influence transmitted through employee engagement, organizational commitment and job satisfaction. Employee engagement, organizational commitment and job satisfaction functioned as partial mediators between self-efficacy and organizational citizenship behavior with statistical significance. The model was based on the theory of self-efficacy to express organizational citizenship behavior. However, the study results showed that employee engagement, organizational commitment and job satisfaction play roles as mediators in transmission of effective organizational citizenship behavior. Therefore, these mediators are important factors that can accurately explain organizational citizenship behavior.

scholarly journals The effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, job engagement and organizational commitment based on Korean employees

2017 ◽  
Vol 30 (2) ◽  
pp. 221-246
Author(s):  
Hyaeyeong Seon ◽  
Suyeon Kim ◽  
Miae Lee ◽  
Jinkook Tak
Keyword(s):  
Organizational Commitment ◽  
Positive Affect ◽  
Work Engagement ◽  
Self Efficacy ◽  
Control Group ◽  
Time Interval ◽  
Job Engagement ◽  
Group Data ◽  
Dependent Variables

This study was designed to examine the effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, work engagement, and organizational commitment based on Korean employees. Participants were 43 Korean employees, 21 for the experiment group and 22 for the control group. Data were collected across three times(pre, post, follow-up). To measure overall effects, strengths self efficacy, positive affect, self efficacy, work engagement and organizational commitment were measured. Results showed that there were significant interaction effects between time interval and groups for all the dependent variables, confirming the effects of the coaching program. Also, there were non significant effects of time interval(post and follow-up) for all the dependent variables, confirming the duration of the program effect across time. Finally, implications and limitations of the study were discussed.

scholarly journals SELF-EFFICACY, ORGANIZATIONAL COMMITMENT, AND EMPLOYEE PERFORMANCE – FROM PUBLIC OFFICE

CACTUS ◽  
2021 ◽  
Author(s):  
Siti Maria ◽  
Digra Lestari ◽  
Eny Rochaida ◽  
Dio Caisar Darma ◽  
Heni Rahayu Rahmawati
Keyword(s):  
Organizational Commitment ◽  
Self Efficacy ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
East Kalimantan ◽  
Saturated Sample ◽  
Sample Method

Employee performance is important because it is the foundation and direction of every organization. In this paper, we attempt to investigate the effect of self-efficacy on organizational commitment and employee performance, then the effect of organizational commitment on employee performance. The objectivity of the study refers to 100 informant units obtained through a survey of employees in the Tourism and Culture Office of East Kalimantan Province, Indonesia. The sampling approach uses a saturated sample method with Structural Equation Medelling-Partial Least Square (SEM-PLS). These findings indicate that self-efficacy has a significant effect on organizational commitment and employee performance. Similar to the previous results, organizational commitment has a significant effect on employee performance. With these findings, it can contribute to the role of a leader who must have optimal leadership characteristics, so that self-efficacy, organizational commitment, and employee performance continue to be optimal as expected.

Factors influencing IT Adoption by Bank Employees: An Extended TAM Approach

2013 ◽  
Vol 38 (4) ◽  
pp. 83-96 ◽  
Author(s):  
Rupanjali Nath ◽  
Kanika T Bhal ◽  
Geetika T Kapoor
Keyword(s):  
Social Influence ◽  
Technology Acceptance ◽  
Self Efficacy ◽  
Ease Of Use ◽  
Perceived Usefulness ◽  
Behavioural Intention ◽  
Perceived Ease Of Use ◽  
Tam Model ◽  
Bank Employees ◽  
Computer Self Efficacy

The use of Information Technology (IT) in the banking sector has seen a phenomenal growth in India. For its effective use and implementation, employees' acceptance and the consequent use of IT are important. Davis' Technology Acceptance Model (TAM) (1989) explains users' acceptance of electronic systems. By applying the extended TAM approach to this study, the authors aim to uncover various factors that affect the attitude and acceptance of bank employees towards CBS. The TAM model identifies perceived usefulness (PU), and perceived ease of use (PEU) as impacting attitude towards IT and behavioural intention. The model is extended by identifying social influence, computer self-efficacy, and technological facility as factors affecting perceived usefulness and perceived ease of use. The target respondents for this study were bank employees from the public and private sectors banks (State Bank of India, Union Bank, Bank of India, ICICI Bank, and Axis Bank) situated in the National Capital Territory (NCT) of Delhi. Measurement items applied in this study were an adaptation of previously validated measures or were developed on the basis of a literature review. Responses were analysed using the 7-point Likert Scale that ranged from (1) ‘strongly disagree’ to (7) ‘strongly agree’. To test the reliability of the measures, a pilot study was conducted with 20 randomly chosen employees and modified scales. Structural equation modelling was used to analyse the data. Overall, the findings suggest that extended TAM variables positively influence the intention and usage behaviour through PU and PEU. That is, social influence enhances perceived usefulness; and computer self-efficacy and technology facility influence the perceived ease of use. Again, perceived ease of use significantly influences perceived usefulness which in turn has significant effect on behavioural intention and usage behaviour. Social influence of superiors was the prominent determinant of perceived usefulness of the CBS technology. Hence the role of managers as effective communicators is heightened especially in conveying the benefits of using IT and in turn achieving organizational goals.

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