A Review of Organizational Relationship Quality, Trust, Commitment and Lecturers’ Perceived Performance in Institution of Higher Learning

Zainuddin Zakaria,Elisabet Siahaan,Nazlin Emieza Ngah,Rusnah Ismail,Nik Fakrulhazri Nik Hassan,Nurmuslimah Kamilah Abdullah

doi:10.24191/ji.v16i2.402

Zainuddin Zakaria, Elisabet Siahaan + Show 4 more

Open Access

https://doi.org/10.24191/ji.v16i2.402

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Journal: Jurnal Intelek	Publication Date: Jul 31, 2021
License type: CC BY 4.0

Affiliation: University of North Sumatra

Abstract

As a result of globalization and the influence of working remotely, it has become more important to develop high-quality relationships in the organization for more cohesive teamwork among employees. High cohesiveness and synergy among employees will help organizations to achieve their goals. Management needs to understand how to interact with employees in ways that boost job satisfaction and engagement as perceived by employees. Many scholars agree that organizational performance is an indicator of how well an organization attains its desired goals. In addition to the roles played by the managers and superiors, organizational performance is also dependent upon the synergy of each individual employee's performance and their teamwork. Whether it is private or government agencies, service or manufacturing, employee performance is very important. In this paper, we hope to discuss and describe the relationship between three elements of Organizational Relationship Quality with the lecturer's performance. The dimensions of Organizational Relationship Quality include Organizational Trust, Organizational Commitment and Organizational Relational Norms. In addition, we hope to better understand the relationship and how the dimensions of relational norms are associated with a lecturer’s performance in institutions of higher learning.

Highlights

Studies on relationship quality between employees and their superiors and its association with organizational productivity are increasing
We argue that the management of any institution of higher education (IHE) must identify the actions and verbal cues of its staff that indicates the lack of trust among its staff and towards the management team
The issues are whether these feelings and attitudes would improve the employee’s performance. Would it result in a sense of solidarity and a positive working environment among lecturers and nonacademic staff? We proposed that together with solidarity norms, participation norms would contribute to the Esprit de Corps between lecturers, their subordinates and non-academic staff

Summary

Introduction

Studies on relationship quality between employees and their superiors and its association with organizational productivity are increasing. We proposed that an employee’s performance level is influenced by three factors or predictors which include organizational Trust, Commitment, and Relational Norms. Trust displayed by the management staff may increase employee’s motivation to work harder to achieve the organization’s Key Performance Indicators (KPI).

Results

Conclusion