The Moderating Role of Psychological Empowerment in the Relationship between Job Satisfaction and Organizational Commitment

ABSTRACT Lean manufacturing has emerged as a transformative operational philosophy aimed at maximizing value while minimizing waste across production systems. Rooted in the principles of continuous improvement, waste elimination, and respect for people, lean practices have significantly influenced operational efficiency in modern industries. This study explores the impact of lean manufacturing techniques such as Just-In-Time (JIT), Kaizen, Six Sigma integration, value stream mapping, and standardized work processes on improving productivity, reducing lead time, enhancing quality, and optimizing resource utilization. The research highlights how lean practices contribute to cost reduction, process stability, and improved customer satisfaction. By analyzing operational performance metrics, the study demonstrates that organizations implementing lean principles experience enhanced efficiency, reduced variability, and better adaptability to dynamic market demands. Furthermore, the study emphasizes the importance of organizational culture, employee involvement, and leadership commitment in ensuring successful lean implementation. The findings provide valuable insights for manufacturing firms aiming to improve competitiveness through operational excellence. Keywords: Lean Manufacturing, Operational Efficiency, Waste Reduction, Con

ABSTRACT Lean manufacturing has emerged as a transformative operational philosophy aimed at maximizing value while minimizing waste across production systems. Rooted in the principles of continuous improvement, waste elimination, and respect for people, lean practices have significantly influenced operational efficiency in modern industries. This study explores the impact of lean manufacturing techniques such as Just-In-Time (JIT), Kaizen, Six Sigma integration, value stream mapping, and standardized work processes on improving productivity, reducing lead time, enhancing quality, and optimizing resource utilization. The research highlights how lean practices contribute to cost reduction, process stability, and improved customer satisfaction. By analyzing operational performance metrics, the study demonstrates that organizations implementing lean principles experience enhanced efficiency, reduced variability, and better adaptability to dynamic market demands. Furthermore, the study emphasizes the importance of organizational culture, employee involvement, and leadership commitment in ensuring successful lean implementation. The findings provide valuable insights for manufacturing firms aiming to improve competitiveness through operational excellence. Keywords: Lean Manufacturing, Operational Efficiency, Waste Reduction, Continuous Improvement, Just-In-Time, Kaizen, Productivity, Process Optimization

Organizational commitment is a fundamental aspect in maintaining loyalty, engagement, and stability of personnel performance, especially in the Detachment of Pamofit Korsabhara Baharkam Headquarters of the Indonesian National Police which has high operational and discipline demands. Strong organizational commitment is influenced by various internal factors, including organizational culture and personnel work engagement. This study aims to analyze the influence of organizational culture and work engagement on organizational commitment, both partially and simultaneously. This study uses a quantitative approach with a survey method. Data were collected by distributing questionnaires to 123 personnel of the Detachment of Pamofit Korsabhara Baharkam Headquarters of the Indonesian National Police as research respondents. The data analysis technique used is multiple linear regression analysis with the help of the SPSS version 29 program. The results of the study indicate that partially organizational culture has a positive and significant effect on organizational commitment, with a t-value of 3.350 and a significance level of 0.001. In addition, work engagement also has a positive and significant effect on organizational commitment, with a t-value of 5.033 and a significance level <0.001. Simultaneously, organizational culture and work engagement have a significant effect on organizational commitment, as indicated by the F-count value of 22.380 with a significance of <0.001. The coefficient of determination (R Square) of 0.272 indicates that the two independent variables are able to explain 27.2% of the variation in organizational commitment, while the remaining 72.8% is influenced by other factors outside the research model. This finding confirms that strengthening a conducive organizational culture and increasing personnel work engagement on an ongoing basis are strategic factors in building and maintaining organizational commitment within the Detachment Pamofit Korsabhara Baharkam Mabes Polri environment

This study investigates the mediating role of organizational commitment in the relationships of organizational culture, transformational leadership, and job resources with turnover intention among local employees in a multinational electronics manufacturing company in Cibitung, Indonesia. A quantitative explanatory design was employed using survey data from 262 employees selected through probability sampling. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling with AMOS. The findings show that job resources significantly reduce turnover intention and strengthen organizational commitment. Organizational culture and transformational leadership do not have significant direct effects on turnover intention, while transformational leadership also does not significantly predict organizational commitment. Organizational culture significantly affects organizational commitment, but in a negative direction. Unexpectedly, organizational commitment shows a significant positive association with turnover intention, contrary to mainstream theory. Mediation analysis further indicates that organizational commitment significantly mediates the effect of organizational culture on turnover intention, but does not mediate the effects of transformational leadership or job resources. These findings suggest that, in multinational manufacturing settings, organizational commitment may not uniformly serve as a retention mechanism and should be understood as contingent on the form of commitment and the organizational conditions experienced by employees.

This study was motivated by issues related to nurses’ work compliance in implementing nursing care in the inpatient wards of Dr. Dradjat Prawiranegara Regional General Hospital, Serang. Compliance with nursing care standards is a key indicator of healthcare service quality; however, inconsistencies in the implementation of procedures are still found in practice. The low level of work compliance is presumed to be influenced by nurses’ responsibility and competence, with organizational commitment acting as an intervening variable. This study aimed to analyze the effect of responsibility and competence on nurses’ work compliance, with organizational commitment as an intervening variable.This research employed a quantitative approach with an explanatory research design. The study was conducted among inpatient ward nurses, with a total sample of 168 nurses. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) with the SEM-PLS program.The results showed that responsibility and competence had a positive and significant effect on organizational commitment. Furthermore, responsibility, competence, and organizational commitment partially and simultaneously had a positive and significant effect on nurses’ work compliance. The main conclusion of this study is that all variables have significant effects; therefore, enhancing nurses’ responsibility and competence is essential to strengthen organizational commitment and improve compliance with nursing care standards

This study examines the relationship between budgetary participation and budget goal clarity on organizational performance, with organizational commitment serving as a mediating variable. The research is conducted within the National Narcotics Agency (BNN) in South Sumatra Province, Indonesia, which plays a strategic role in implementing drug prevention and eradication programs. The study adopts a quantitative approach using survey methods, with data collected from 110 respondents involved in budgeting and planning processes. The data are analyzed using Partial Least Squares–Structural Equation Modelling (PLS-SEM). The results indicate that budgetary participation does not have a direct significant effect on organizational performance but exerts a significant indirect effect through organizational commitment. In contrast, budget goal clarity has a positive and significant effect on organizational performance both directly and indirectly. Furthermore, both budgetary participation and budget goal clarity significantly influence organizational commitment, which in turn positively affects organizational performance. These findings highlight the critical role of organizational commitment in strengthening the effectiveness of budgeting practices in the public sector. This study contributes to the literature on public sector performance management by integrating Agency Theory and Goal-Setting Theory to explain the mechanisms linking budgeting practices and performance outcomes. Practically, the findings suggest that public organizations should enhance employee involvement in budgeting processes and ensure clarity in budget targets to improve commitment and performance.

This study aims to analyze the influence of organizational commitment, compensation and workload on turnover intention, with job satisfaction as an intervening variable at SDIT Harapan Bunda Semarang. The main problems raised in this study are the existence of employees' intention to change jobs (turnover intention) and the differences in the results of previous research regarding the relationship between organizational commitment, compensation and workload to turnover intention. The research method used is a quantitative approach with an explanatory type of research. The population in this study is all 75 employees of SDIT Harapan Bunda Semarang, who were made respondents through the census sample technique. Data collection was carried out with a Likert scale questionnaire, while data analysis used SmartPLS-based Structural Equation Modeling (SEM) version 4.1.1.4 to test the direct and indirect relationships between variables. The results of the study show that organizational commitment does not have a significant effect on turnover intention directly, but has a positive and significant effect on job satisfaction. Compensation and workload have been proven to have a positive and significant effect on turnover intention. Job satisfaction was found to have a positive and significant effect on turnover intention (playing a role in reducing the intention to move). In mediation testing, job satisfaction was able to significantly mediate the relationship between the organization's commitment to turnover intention and the relationship between compensation and turnover intention. However, job satisfaction is not able to mediate the relationship between workload and turnover intention.

ABSTRACT This study examines employee retention factors at HCL Technologies using a survey of 100 workers. A structured questionnaire gathered data on demographics (gender, age, qualification, designation, income, etc.) and views on work conditions (recognition, rewards, training, etc.). The analysis applies percentage distributions and chi-square tests to identify important associations. Results reveal that most respondents are male (75%) and feel moderately recognized and satisfied with their jobs. Significant chi-square associations were found between satisfaction levels and demographic factors (age, education, designation, income). The study concludes that key drivers of retention include a positive work environment, supportive management, career development opportunities, and fair compensation. These insights (extracted entirely from the source) suggest that effective HR policies and communication can help maintain a committed workforce. KEYWORDS Employee Satisfaction, Employee Retention, Reward and Recognition, Training and Development, Job Security, Organizational Commitment, Chi – Square Analysis

Artificial intelligence (AI) has been increasingly incorporated into organizational functions to streamline processes and improve performance outcomes. However, prior research has primarily examined AI from a technological and operational perspective, with limited attention to the role of employees’ perceptions of AI in shaping organizational outcomes. This study develops and empirically tests a moderated mediation model examining the impact of perceived benefits of AI (PB-AI) on organizational performance (OGP), both directly and indirectly, through organizational agility (OAG), while assessing the moderating role of management commitment (MC). Data were collected from 381 managers in medium-sized enterprises in Saudi Arabia and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that perceived benefits of AI (PB-AI) significantly enhance organizational agility (OAG) (β = 0.400, p < 0.001) and organizational performance (OGP) (β = 0.303, p < 0.001). Organizational agility also positively influences performance (β = 0.163, p = 0.001) and partially mediates the relationship between PB-AI and OGP. However, the moderated mediation effect of management commitment was not supported. The findings highlight the role of employees’ perceptions of AI as a mechanism through which AI-related benefits are translated into organizational outcomes. The study contributes to the literature by positioning perceived benefits of AI as a key explanatory construct and by demonstrating the role of organizational agility in linking AI-related perceptions to performance outcomes. It also provides insights into the role of management commitment in AI-enabled organizational contexts.

The study focuses on the role of Transformational Leadership (TL) practices and Distributive Leadership (DL) practices on Higher Educational Institutions (HEIs). The objectives of the study are to understand the global trends, challenges associated with the leadership practices and opportunities for TL and DL practices in HEIs. A Systematic Literature Review has been conducted after inclusion and exclusion criteria. The analysis of 16 sources has helped in understanding the importance of Vision-centric leadership practices for academic institutions so that the leaders are aware of the changes that can be adopted for higher educational standards. However, changing dynamics and ambiguity can create issues in leadership practices. TL and DL practices offer various opportunities in the form of innovation, sustainability, collaborative working and organisational commitment through knowledge sharing in HEIs. This study suggests that university leaders and policymakers should adopt an integrated leadership approach that combines visionary transformation with collaborative governance to enhance institutional performance and adaptability.

Purpose: This study aims to examine the effect of career development and work motivation on organizational commitment and employee performance at the Procurement of the Goods/Services Administration Bureau of the Regional Secretariat of Central Java Province. Methodology/Approach: This study employed a quantitative approach with a causal research design. The population consisted of 90 APBJ employees, using a saturated sampling technique. Data were collected through questionnaires using Google Forms and analyzed with Partial Least Squares (PLS) using SmartPLS software. Results/Findings: The findings indicate that career development and work motivation have a positive and significant impact on organizational commitment and employee performance. Additionally, organizational commitment mediates the relationship between career development and work motivation and employee performance. Conclusions: This study concludes that both career development and work motivation play crucial roles in enhancing employee performance, primarily by strengthening organizational commitment. Limitations: This study is limited to APBJ Setda Central Java employees in 2024 and focuses only on career development and work motivation as independent variables, organizational commitment as an intervening variable, and employee performance as the dependent variable. Contributions: This study provides practical insights for APBJ leaders to enhance employee performance through effective career development programs and motivation strategies while strengthening organizational commitment. Theoretically, it enriches the human resource management literature in the context of public sector organizations.

This study aims to analyze the optimization of financial management to improve the financial performance of the West Papua Provincial Government by examining the influence of human resource competency, accountability, and organizational commitment, with supervision quality as a mediating variable. The research employed a quantitative approach with a sample of 212 employees from five Regional Apparatus Organizations, selected using proportional stratified random sampling. Data were collected through a questionnaire and analyzed using Structural Equation Modeling (SEM) with AMOS software. The results show that human resource competency, accountability, and organizational commitment have a positive and significant effect on supervision quality. Furthermore, these three variables also directly and positively influence regional financial management performance in a statistically significant manner. Supervision quality was also found to have a positive and significant effect on financial management performance. In addition, supervision quality partially mediates the relationship between each independent variable and regional financial management performance. These findings confirm that improving human resource competency, accountability, and organizational commitment, supported by strong supervision quality, can enhance regional financial management performance. The study implies that local governments should invest in capacity building, enforce accountability mechanisms, and strengthen internal supervision systems

Background: Teaching is consistently characterised by high psychosocial demands, with clinically meaningful stress, burnout, anxiety, and depression reported across diverse educational settings. This narrative critical review synthesises recent evidence (primarily 2019-2025) on (i) work-related stress and burnout profiles in teachers, (ii) links with organisational commitment and work retention, and (iii) coping strategies and organisational responses associated with better occupational mental health. Methods: A semi-structured search of multidisciplinary and regional databases was complemented by targeted screening of reference lists to capture Latin American evidence. The synthesis adopts a job demands resources perspective to connect workload, emotional labour, administrative burden, and role conflict with psychological outcomes and organisational trajectories.

Abstract. Fathurohman F, Ekowati T, Gayatri S, Adiwinarti R, Nurtanti I, Fajri NA, Mukminah N, Rahmawati R. 2026. Transformational leadership and field-level accountability in smallholder beef cattle development under environmental uncertainty. Asian J Agric 10 (1): g100143. https://doi.org/10.13057/asianjagric/g100143. Accountability within Indonesia’s smallholder beef cattle development program (SIKOMANDAN) is crucial for ensuring national meat security, yet program implementation frequently faces complex field-level challenges such as biological risks and resource instability. This study investigates the institutional determinants of program accountability, focusing on the direct effects of System Integrity (SI), Internal Control Systems (ICS), and Transformational Leadership (TL), alongside the moderating roles of Organizational Commitment (OC) and Environmental Uncertainty (EU). A quantitative survey was conducted using a purposive sampling technique in Subang District, West Java, Indonesia, involving 125 local government officials and agricultural extension workers. Empirical data were evaluated using Partial Least Squares Structural Equation Modelling (PLS-SEM) to test both direct and interaction effects. The results show that Transformational Leadership (β = 0.458, p < 0.001) and System Integrity (β = 0.392, p < 0.001) significantly enhance accountability, with the model explaining 76.4% of variance (R² = 0.764). In contrast, the Internal Control System has no significant direct effect (β = -0.017, p = 0.814). Organizational Commitment emerges as a significant independent predictor (β = 0.512, p < 0.001) rather than a moderator. Environmental Uncertainty shows no direct effect but indicates a borderline negative effect on internal controls (β = -0.135, p = 0.058). These findings highlight that accountability in livestock governance is driven more by leadership and system integrity than by formal control mechanisms alone. Strengthening adaptive governance through leadership development and flexible operational procedures is essential for program effectiveness in volatile agricultural contexts.

This study focuses on the impact of employer branding on organizational commitment at Propshell Property Private Limited. Employer branding plays a significant role in attracting, engaging, and retaining employees, thereby enhancing their commitment towards the organization. The research aims to analyze how various factors such as organizational reputation, work environment, leadership support, and employee value proposition influence employees’ level of commitment. A sample of employees was selected, and data were collected through structured questionnaires. The collected data were analyzed using statistical tools such as Spearman Correlation, Chi-Square Test, Mann-Whitney U Test, Kruskal-Wallis H Test, and Regression Analysis to examine relationships and differences among variables. The findings reveal that strong employer branding has a positive impact on organizational commitment, leading to increased employee loyalty, job satisfaction, and willingness to contribute towards organizational goals. However, challenges such as lack of awareness, inconsistent communication, and weak internal branding practices were identified as barriers. The study concludes that Propshell Property Private Limited can strengthen employee commitment by building a strong employer brand through effective communication, fair policies, and a positive work culture. The research emphasizes that a well-established employer brand is essential for enhancing organizational commitment and achieving long-term success.

This study aimed to examine the mediating role of organisational commitment in the relationship between perceived organisational justice and organisational citizenship behaviour (OCB) among 314 teachers in 51 government-aided secondary schools in Greater Bushenyi. The study adopted a cross-sectional research design grounded in the positivist paradigm and utilised a quantitative approach. Teachers were selected using simple random sampling, while a census strategy was adopted for the schools. Data was collected using a self-administered questionnaire, coded, entered into SPSS version 30 and analysed using hierarchical regression analysis. The study findings revealed that organisational commitment significantly mediates the relationship between perceived organisational justice and OCB (β = 0.37, p < 0.001). The study concludes that organisational commitment is a critical psychological pathway through which perceived organisational justice translates into improved citizenship behaviour among teachers. Therefore, schools that foster fairness while simultaneously strengthening teacher commitment are more likely to achieve higher levels of OCB. School governing bodies, administrators, the Ministry of Education and other policymakers should promote fair decision-making processes, inclusive and transparent communication, and equitable treatment, while also implementing strategies that enhance teacher commitment, such as recognition, involvement in decision-making, and supportive leadership. This integrated approach will strengthen positive teacher behaviours and improve overall school effectiveness.

<p><span style="color: windowtext;">This study investigates workplace sentiment and psychological dynamics among Turkish employees through an innovative integration of sentiment analysis techniques with traditional organizational psychology frameworks. Drawing on Conservation of Resources (COR) theory, Social Exchange Theory (SET), and the Job Demands-Resources (JD-R) model, the research examines the interrelationships between emotional labor, psychological capital, organizational commitment, work-life balance, burnout, and job performance among 819 employees across six sectors including healthcare, education, transportation, construction, tourism, and banking. Data were collected through structured surveys administered between September and November 2024, with responses analyzed using sentiment categorization methods that classified perceptions into positive, neutral, and negative categories, supplemented by discrete emotion analysis identifying specific affective states. The findings reveal striking contrasts in workplace psychological experiences. Job performance demonstrates overwhelmingly positive sentiment at 88.16%, indicating strong employee confidence in work effectiveness. Psychological capital similarly exhibits robust positive sentiment at 64.21%, suggesting substantial resilience, optimism, and self-efficacy among Turkish workers. However, these strengths coexist with concerning challenges. Burnout emerges as the most critical issue, with 61.97% of participants reporting negative sentiment, reflecting widespread workplace exhaustion and emotional depletion. Organizational commitment shows moderate positive sentiment at 51.37% alongside substantial negative sentiment at 32.71%, indicating heterogeneous employee–organization relationships. Work–life balance reveals predominantly neutral sentiment at 42.73%, suggesting diverse individual experiences in managing professional and personal boundaries. Emotion analysis indicates that surprise registers the highest score at 3.25, followed by anger at 3.04, suggesting workplace environments characterized by unexpected changes and notable frustration.</span></p>

Work autonomy is understood as the freedom of workers to manage the different aspects that involve carrying out their own tasks, such as scheduling, criteria, and work methods. In this sense, the objective of this study was to adapt and seek validity evidence of the Work Autonomy Scale in the Brazilian context. A total of 718 Brazilian workers participated, with ages ranging from 18 to 74 years. Confirmatory factor analysis evidenced that the structure that best fits the data was the second-order one. Multigroup confirmatory factor analysis attested invariance in the groups divided according to whether or not they occupy a supervisory position, and according to the response format (online or paper and pencil). Internal consistency indices were adequate. Finally, work autonomy showed positive correlations with job satisfaction and with affective organizational commitment. It is concluded that the scale meets psychometric criteria and is shown to be a useful instrument applicable in organizational analysis processes aimed at building more autonomous and productive work environments.

Transformational leadership has become increasingly important in higher education institutions as administrators face complex organizational challenges requiring innovation, collaboration, and effective governance. This study examined the influence of emotional intelligence (EI), organizational commitment (OC), and work-related quality of life (WRQoL) on transformational leadership (TL) among administrators in private higher education institutions in Northern Mindanao, Philippines. Using a descriptive–correlational research design with predictive analysis and structural equation modeling (SEM) for causal relationships, data were collected from 220 administrators selected through proportional stratified random sampling from fifteen institutions. Standardized instruments were employed to measure emotional intelligence, organizational commitment, work-related quality of life, and transformational leadership. Data were analyzed using descriptive statistics, Pearson’s Product–Moment Correlation, multiple regression analysis, and SEM. Results indicated that administrators demonstrated generally high levels of emotional intelligence, organizational commitment, work-related quality of life, and transformational leadership. Significant positive relationships were found between transformational leadership and emotional intelligence (r = .514), organizational commitment (r = .391), and work-related quality of life (r = .587). Regression analysis revealed that empathy, social skills, job–career satisfaction, and working conditions significantly predicted transformational leadership, with social skills emerging as the strongest predictor. SEM further revealed that Causal Model 3 provided the best statistical fit, demonstrating that self-awareness, job–career satisfaction, and working conditions influence transformational leadership directly, while affective commitment influences transformational leadership indirectly through social skills. The findings highlight that a combination of emotional competencies, organizational attachment, and supportive work environments shapes transformational leadership in higher education. Strengthening emotional intelligence development, enhancing work-related quality of life, and fostering organizational commitment may therefore contribute to more effective transformational leadership practices among higher education administrators.