Moderating Effects Of Organizational Commitment Research Articles

How Social Intelligence Competency and Organizational Commitment affect Employee Performance

This paper presents a research model that elucidates the mechanism through which social intelligence competency influences employee performance in the county government in Kenya. There are mixed outputs on this influence and this study therefore seeks to fill the void by investigating the moderating effect of organizational commitment on the relationship between social intelligence competency and employee commitment. The explanatory research design was adopted for the study targeting 6,400 employees, out of which 198 respondents formed the sample size based on the Cochran formula. The findings revealed that that social intelligence competency had a positive significant effect on employee performance. The moderator (Organizational commitment) was found to have a positive and significant effect on employee performance. The interaction effect indicated that organizational commitment negatively moderates the relationship between social intelligence competency and employee performance. The paper contributes to knowledge and provides insights into theory and practice.

The alienated employee: The role of cyberloafing in coping with workplace incivility in manufacturing sector of Pakistan

Scholars have baptized to investigate the reasons behind cyberloafing of employees and means to condense it. In order to address the concern, the study is based on proposing a theoretical framework that explains the linkage between workplace incivility, work alienation and cyberloafing. We theorized that there is no significant impact of workplace incivility and work alienation on cyberloafing in the manufacturing sector of Pakistan. Further ahead, emotional exhaustion mediates the relationship between workplace incivility and cyberloafing and job stress mediates the relationship between work alienation and cyberloafing. Empirical validity of the research was established with the use of closed ended questionnaire from 300 employees working in the manufacturing sector of Karachi. Results proposed that there is no moderating effect of organizational commitment on emotional exhaustion and cyberloafing whereas psychological capital had no moderating effect between workplace incivility and cyberloafing.

An Analysis of Village Governance With Organizational Commitment as a Moderating Variable

The number of administrative violations and corruption cases at the village level has been in the spotlight recently. Good village governance is one of the steps to overcome it. This study aims to identify the factors that influence village governance and examine the moderating effect of organizational commitment on the relationships between village financial management and apparatus competence in village governance. This study was conducted in the Village Government in Rokan Hilir Regency and employed quantitative data analysis. The data was obtained using a questionnaire, and the respondents were selected using purposive sampling. This study used an analysis method using the structural equation model (SEM). The result shows that the government's internal control system and village financial management can affect village governance in Rokan Hilir Regency. However, apparatus competence cannot influence village governance, and organizational commitment cannot strengthen the performance of the apparatus in implementing village governance. Nevertheless, organizational commitment is needed to enhance the relationship between village financial management and governance in Rokan Hilir.

School Operational Assistance Fund Management, Human Resources Competence and Governance, is it Still a Problem?

Submission of financial reports on time is often a problem, one of which is the case with the Department of Education, Youth and Sports. This quantitative study aims to obtain information on the moderating effect of organizational commitment on the competence of human resources managing School Operational Assistance (BOS) funds and governance in accountability for the use of their budget. Drawing a sample of 351 from all managers of BOS funds in public elementary and junior high schools. Data collection uses a questionnaire, with a quota sampling technique, data processing uses SmartPLS. The results of this study inform that human resource competence and governance affect the quality of financial reports, but organizational commitment is not able to strengthen its influence. Procurement of appropriate training, optimization of existing systems, verification of Activity Plans and School Budgets, reconciliation of budget implementation. For further research, it is better to collect data directly to the educational unit, so that all respondents' statements are in accordance with the facts.

Pengaruh Collective Bargaining Agreement dan Perceived Organizational Support terhadap Kinerja Karyawan yang dimoderasi Komitmen Organisasi di PT Internusa Caterindo selama Masa Pandemi Covid-19

<p><em>This study aims to determine the effect of Collective Bargaining Agreement (CBA) and Perceived Organizational Support (POS) on Employee Performance during the Covid-19 pandemic moderated by Organizational Commitment at PT Internusa Caterindo. The population in this study were employees of PT Internusa Caterindo in the Delta Silicon area of Cikarang. The research sample was 100 employees of PT Internusa Caterindo. The type of data created is primary data using a questionnaire that is filled in directly by one hundred respondents and then processes the data using Partial Least Square (PLS). Statistical results from research data show that the collective bargaining agreement has a positive and insignificant effect, perceived organizational support can have a positive and significant effect, organizational commitment has a positive and significant effect, the moderating effect of organizational commitment has not been able to strengthen the influence of the collective bargaining agreement and perceived organizational support on employee performance.</em></p>

민간현대무용단의 혁신역량이 무용단성과에 미치는 영향: 조직몰입의 조절효과

This study proceeds with multiple regression analysis and moderated regression analysis on 187 individual staffs working in private modern dance organization across Korea in order to determine the moderating effect of organizational commitment in relationship between its innovative capacities and performance. The result showed that program innovation, market innovation, and organization innovation from innovative capacities exerted positive influence on program performance from dance organization performance while market innovation and organization innovation exerted positive influence on financial performance. Based on the result and discussion, the study draws “Cooperation with national public dance organization or companies and local government,” and “support for creative activities for developing individual staff’s innovative capacities,” as implications.

Predictors and Outcomes of Successful Localization in the Aviation Industry: The Case of Oman

Localization has encountered substantial focus in academia as well as practice; however, scarce studies have empirically examined this theme within tourism-related sectors in Oman, including the aviation sector. That is why the purpose of this paper is to develop and test an integrated model of the key predictors and outcomes of successful localization within the aviation industry. It also evaluates the mediating role of knowledge sharing ability between human resources development (HRD) practices and localization as well as the moderating effect of organizational commitment on the link between localization and firm performance. This paper is based on primary data collected from 194 employees operating in the national aviation sector in Oman. Based on PLS-SEM, the results indicated that HRD practices (i.e., training, performance appraisal, and rewards) have a positive impact on expatriates’ ability to share knowledge with national staff, and thus positively impact the localization success. Additionally, the firm's performance is positively influenced by successful localization. Knowledge sharing does not mediate the link between HRD practices and successful localization, but the results confirmed the interactive impact of organizational commitment on the direct connection between localization and performance. The findings contribute significantly to the research community and provide practical guidelines and managerial implications.

EMPLOYEE PERFORMANCE DETERMINANTS, WITH GENDER AS A GROUP

The purpose of this study is to analyze the influence of organizational commitment on employee performance; analyze the influence of organizational commitment on OCB; analyze the influence of OCB on employee performance; analyze the role of gender as the effect of moderation of organizational commitment on employee performance; analyze the role of gender as the effect of the moderating effect of organizational commitment on OCB, and analyze the role of gender as the effect of moderation on OCB on employee performance.. The population and sample were 45 respondents from the Notary Office in Bangli Regency with the saturated sampling method. The data collection technique was using a closed multiple-choice questionnaire and the partial least squares (PLS) data analysis approach was used. The results of the research show that the evaluation of the overall model seen from the coefficient of determination can already be said, Q-Square Predictive Relevance meets the requirements of existing and Goodness of Fit in a large position, the overall model is declared quite good. The conclusion of this study is that organizational commitment has a significant positive effect on employee performance has not been received. Organizational commitment has a significant positive effect on OCB received. OCB has a significant positive effect on employee performance is acceptable. Gender has not been tested as moderating of the effect of organizational commitment on employee performance, organizational commitment on OCB and OCB on employee performance.

Job Satisfaction and Turnover Intention: The Moderating Effect of Organizational Commitment

Profit organizations or companies engaging in the business world are always triggered to create changes in a wide range of aspects, including managerial policies. It is geared to maintain the organizational sustainability and progress. It is also expected that every change can be favorable in producing organizational effectivity and efficiency at once. The present study examines the moderating effect of organizational commitment on the influence of job satisfaction and turnover intention at PT. Bank Rakyat Indonesia, particularly at the Pontianak branch office in West Kalimantan. A survey is conducted on 30 respondents - the employees of the bank, who are requested voluntarily to fill out the Likert – scale questionnaire. The data is analyzed using a moderate regression and descriptive analysis. The finding reveals that organizational commitment has been identified as a moderator on job satisfaction and turnover intention for the employees of PT. Bank Rakyat Indonesia in the Pontianak branch office.

조절초점과 적응수행의 관계에서 조직유효성의 영향

This study examined the effect of regulatory focus on adaptative performance for pilots and co-pilots engaged in domestic civil airlines, and verified the moderating effect of organizational commitment in the process of regulatory focus on adaptative performance. For study, the scale developed by Lockwood Penelope and others validated and developed to measure the regulatory focus was adapted to suit the aviation scene and examined through this. As a result of the study, among the sub-variables of the regulatory focus scale, the promotion focus had a statistically significant and positive effect on the adaptative performance. and derived that the prevention focus had a statistically significant negative effect on the adaptative performance. In order to examine the moderating effect of organizational commitment in the relationship between regulatory focus and adaptative performance, the results of hierarchical regression analysis were conducted after controlling the rank, background, and career. Organizational commitment showed a statistically significant positive moderating effect in the relationship of adaptative performance. In addition, as a result of the verification according to the level of organizational commitment, prevention focus and adaptative performance showed statistically significant negative effects when organizational commitment was high.

The effects of abusive supervision, emotional exhaustion and organizational commitment on cyberloafing: a moderated-mediation examination

PurposeCyberloafing (employees' non-work-related online activities at work) has become a common workplace problem for many organizations. Research investigating the underlying mechanisms and boundary conditions under which abusive supervision influences cyberloafing remains largely underdeveloped. Drawing from social exchange theory and conservation of resources theory, we developed a moderated-mediation model in which emotional exhaustion was theorized as a unique mechanism underlining why employees are more likely to engage in cyberloafing under the supervision of abusive leaders. In addition, we proposed that organizational commitment to be a relevant boundary condition to influence such a relationship.Design/methodology/approachWe collected 255 data from employees working in public listed companies in Malaysia and used partial least squares structural equation modeling (PLS-SEM) to analyze the data.FindingsThe results showed that the influence of abusive supervision on cyberloafing through emotional exhaustion is only significant when organizational commitment is low.Originality/valueThis study constructed a moderated-mediation model by introducing the potential mediating effect of emotional exhaustion and the moderating effect of organizational commitment to reveal the mechanism through which abusive supervision related to cyberloafing.

ORGANISASIONAL ,ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KINERJA KARYAWAN

This study has several objectives: to analyze the effect of organizational commitment on employee performance; analyze the effect of organizational commitment on organizational citizenship behavior; analyze the effect of organizational citizenship behavior on employee performance; analyze the role of gender as a moderating effect of organizational commitment on employee performance; analyze the role of gender as a moderating effect of organizational commitment on organizational citizenship behavior; analyze the role of gender as a moderating effect on organizational citizenship behavior on employee performance. The population in this study were all employees of a notary office in Bangli Regency, amounting to 45 employees. Sampling is done by taking the entire population (saturated sample) that is equal to 45 respondents. Data collection techniques used were interviews with questionnaires with multiple choice closed. In this study data analysis uses the Partial Least Square (PLS) approach. The results showed that the overall evaluation of the model seen from the coefficient of determination can be said to be sufficient, Q-Square Predictive Relevance meets existing requirements and Goodness of Fit in a large position (large) then the overall model is declared quite good. Hypothesis 1, which states organizational commitment has a significant positive effect on employee performance has not been accepted. Hypothesis 2, which states organizational commitment has a significant positive effect on employee OCB, is acceptable. Hypothesis 3, which states that employee OCB has a significant positive effect on employee performance, is acceptable. Based on gender testing has not been tested as a moderating both in terms of organizational commitment to employee performance, in terms of organizational commitment to OCB, as well as in the relationship of OCB to employee performance

Efectul moderator al angajamentului organizațional asupra relației dintre sursele de presiune si consecințele stresului, în cazul unei achiziții internaționale


 Mergers and acquisitions are corporate events with the potential of creating a high level of stress, with psychological, behavioural and physical consequences, raising problems to both: the functionality of the individuals and of their organizations. In the context of growth of foreign direct investments in Romania and the lack of researches conducted on this type of organizational combinations, this study aims to identify the main stressors associated with the acquisition of a Romanian company by a foreign investor and the moderating effect of organizational commitment of the stress – outcomes relationship. The research was based on the stress model developed by Cartwright & Cooper (2002). The results revealed a moderate level of stress, moderate personal health and a low level of organizational commitment. We did not find support for the moderator role of organizational commitment on the stress-outcome relationship. Only the direct effect of stress on physical health and psychological wellbeing were supported. The hierarchical regression revealed that the perceived commitment of the organization toward its members moderates the stress - health relationship. We regard these results as optimistic, suggesting possibilities of managing the post-acquisition integration process in a manner that diminishes the negative consequences generally associated with these changes.
 

The moderating effects of organizational commitment on the relationship between employee satisfaction and employee performance in Jordanian Islamic banks

The moderating effects of organizational commitment on the relationship between employee satisfaction and employee performance in Jordanian Islamic banks

스포츠센터 조직공정성과 혁신행동의 관계에서 조직몰입의 조절효과

Purpose: The purpose of this study is to investigate the moderating effects of organizational commitment on the relationship between organizational justice and innovation behavior for sports center workers located in Seoul and Gyeonggi-do.BR Method: Data from 223 people were used for the convenient sampling method. SPSS 21.0 program was used, and frequency analysis was conducted to identify individual characteristics of the subjects. Exploratory factor analysis and reliability analysis were performed to examine the validity and reliability of the measurement variables. Correlation analysis was performed to identify the correlation between variables, and regression analysis was performed to investigate the effects of the variables and the moderating effects. And based on which, the following conclusions have been drawn.BR Results: First, The effects of organizational justice on innovation behavior of sports center workers showed significant impact on innovation behavior in all variables such as distributional justice, procedural justice, and interactive justice. It can be judged that organizational justice is a leading variable that positively influences the innovation behavior of workers. Second, Looking at the moderating effects of organizational commitment on the relationship between organizational justice and innovation behaviors of sports center workers, organizational commitment had a moderating effect on all variables and innovation behaviors such as distributional justice, procedural justice, and interaction justice. It was appeared that it could be judged as a very important variable controlling organizational commitment and innovation behavior.BR Conclusion: Eventually, sports centers have a positive influence on the innovation behavior of employees by increasing organizational justice. Organizational commitment is a moderating variable that reduces the negative consequences that can occur in the process of organizational justice and positive impact on innovation behavior.BR

Influence mechanism of job satisfaction and positive affect on knowledge sharing among project members

PurposeThe purpose of this paper is to explore the influence mechanism of job satisfaction and positive affect on knowledge sharing among project members in Chinese construction industry, and test the moderating role of organizational commitment between them in order to find a new approach from the perspective of psychology to improve the knowledge sharing performance within project management organizations in China constantly.Design/methodology/approachAn empirical study was used based on confirmatory factor analysis and hierarchical regression analysis with a sample of 540 project members from 80 project management organizations in China.FindingsResearch results showed that job satisfaction and positive affect of project members both have a significant positive impact on knowledge sharing; organizational commitment could moderate the influence of job satisfaction and positive affect on knowledge sharing among project members partially within the Chinese context.Research limitations/implicationsA questionnaire study from China only represents the relationship and regular pattern within a shorter time interval in the Chinese context. It is necessary to continue to implement a longitudinal study in a relatively long period in future research.Practical implicationsKnowledge sharing among project members can be enhanced through improving job satisfaction and positive affect, and strengthening project members’ organizational commitment can amplify the influence effect of job satisfaction and positive affect on knowledge sharing.Originality/valueThis paper clarifies the direct influence mechanism of project members’ job satisfaction and positive affect on explicit knowledge sharing (EKS) and tacit knowledge sharing (TKS), and further tests the partial moderating effect of organizational commitment on the influence relationship of job satisfaction and positive affect on EKS and TKS.

The Effect of Army NCO's Organizational Trust and Organizational Environment on Turnover Intention

본 연구의 목적은 육군부사관을 대상으로 조직신뢰와 조직분위기가 이직의도에 미치는 영향관계에서 조직몰입의 조절효과와 수평적 관점인 조직몰입의 조절효과를 검증하는 것이다. 육군부사관들의 조직신뢰에 대해 검증하고자 이직의도를 종속변수로 하여 빈도분석, 신뢰도 및 상관관계분석을 실시하였다. 조직신뢰의 조절효과를 확인하기 위해 위계적 다중회귀분석을 실시하였다. 분석결과 조직신뢰와 조직분위기는 구성원들의 이직의도에 긍정적인 영향을 미치며 조직신뢰 및 조직분위기와 조직몰입과는 정(+)적 관계가 있음이 확인되었다. 또한 조직몰입은 조직신뢰 및 조직분위기와 이직의도 간에 부분적 조절요인으로 작용하며 조직몰입은 조직분위기와 이직의도 그리고 조직신뢰와 조직몰입 사이에 조절효과가 있음이 검증되었다. 이 연구를 통해 군조직의 조직신뢰 관계를 형성하며 조직에 역동성을 가져오고 구성원들이 조직에 몰입할 수 있도록 하는 전략적 자원으로 작용할 것으로 기대된다.The purpose of this study is to examine the moderating effect of organizational commitment and the moderating effect of organizational commitment on horizontal aspect in the relationship between organizational trust and organizational atmosphere on turnover intention. In order to verify the organizational trust of the army necromancers, frequency analysis, reliability and correlation analysis were conducted with the intention of turnover as a dependent variable. Hierarchical multiple regression analysis was performed to confirm the moderating effect of organizational trust. The results showed that organizational trust and organizational atmosphere had a positive effect on the turnover intention of the members, and there was a positive (+) relationship between organizational trust and organizational atmosphere and organizational commitment. Also, organizational commitment plays a role as a partial regulator between organizational trust and organizational atmosphere and turnover intention, and organizational commitment has a moderating effect between organizational atmosphere, turnover intention, organizational trust, and organizational commitment. Through this study, it is expected that it will serve as a strategic resource to establish the organizational trust relationship of the military organization, bring dynamics to the organization, and enable the members to immerse themselves in the organization.

Employee Readiness for Change in Public Higher Education Institutions: Examining the Joint Effect of Leadership Behavior and Emotional Intelligence

ABSTRACTThis study aimed to examine the effects of leadership behavior and emotional intelligence (EI) on readiness for change and to investigate the moderating effects of organizational commitment on the relationship among leadership behavior, EI, and readiness to change. Data was collected using surveys and Partial least squares structural equations modeling (PLS SEM) was employed. The findings of the study indicated that leadership behavior and EI have significant effects on employees’ readiness for change. More importantly, it confirmed the moderating effect of organizational commitment. This study provides an empirical explanation of the joint effect of some crucial change management determinants.

Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational Commitment

The main reasoning of this study is to figure out the relations among workplace bullying and turnover intention of the employee treating organization commitment as a moderating variable. Workplace bullying have a positive impact on intention to leave which reveals the widespread impact that bullying can have on targets in that still less rigorous types of bullying are coupled with victims intention to leave the workplace (e.g. department), the organization or the job. Workplace bullying are more relevant to systematic flaws in the organization and less to employees’ performances while person-related bullying is related more to the personal characteristics of the victims, so irrespective of their commitment, exit from the organization in such circumstances happens to be the preferable alternative for the victim. This study provides an insight that the harmful effects of workplace bullying could be handled effectively through the moderating effects of organizational commitment on the relation between workplace bullying and intention to leave. It therefore, required conducting a further study on the join effects of organizational commitment and bullying in terms of some other variables such as in-role job performance, which are vital to the working of the organizations.

An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India

The present study examined the relationships among work–family conflict (WFC), organizational commitment (OC) and job satisfaction (JS) in a hotel setting. Responding to calls in the literature to explore organizational constructs in international settings, data were collected from the employees of a large independently owned and operated hotel in India. Hierarchical linear regression analyses demonstrated that one of two sub dimensions of WFC, namely, family related roles interfering with work related roles (FIW) was negatively associated with JS. Both direct and moderating relationships of three sub dimensions of OC were investigated and it was found that the affective component of OC has stronger direct effects on JS than normative OC; continuance commitment had no effect. The study also revealed that employees’ affective commitment moderates the effects of FIW on JS. The article concludes with implications for hospitality managers and future research directions.