Organizational citizenship behavior (OCB) is a work behavior that is highly expected to achieve goals in the organization. In its implementation in the workplace, organizational citizenship behavior ...can affect the atmosphere of a rigid organization or institution into a pleasant and comfortable atmosphere among fellow employees with a strong teamwork atmosphere. This study aims to determine the effect of servant leadership and organizational commitment on OCB. The research method used in this research is descriptive and verification with a quantitative approach. The subjects studied were employees of the Minhajul Haq Islamic Boarding School with a total sample of 78 people using a stratified random sampling technique. The results showed that partially servant leadership had no significant effect on organizational citizenship behavior. However, simultaneously servant leadership and organizational commitment have a significant influence on the organizational citizenship behavior (OCB) of Minhajul Haq Islamic boarding school employees. Organizational commitment has a more dominant influence which is the accumulation of the influencing variables (51.9%).
We examined the mediating roles of affective organizational commitment and employee creativity in the relationship between inclusive leadership and employee work engagement. Participants were 246 ...employees of 6 companies in the services industry in Vietnam, and they completed the Employee
Work Engagement Scale, Inclusive Leadership Scale, Affective Organizational Commitment Scale, and Employee Creativity Scale. We found that inclusive leadership was positively related to employee work engagement, and that both affective organizational commitment and employee creativity mediated
this relationship. Our findings represent a theoretical contribution to social exchange theory and provide useful managerial implications for organizations to improve work engagement among employees.
Celotno besedilo
Dostopno za:
DOBA, FSPLJ, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
Penelitian ini membahas peran sumber daya manusia pada organisasi dan melakukan pengukuran kinerja karyawan melalui kontribusi yang diberikan kepada organisasi. Data diperoleh menggunakan instrumen ...yang didistribusikan kepada 120 karyawan dan di analisis menggunakan SEM dan aplikasi program Lisrel. Hasil penelitian menemukan bahwa kinerja manajerial seorang karyawan terbentuk apabila karyawan memiliki komitmen dan memberikan kontribusi serta melibatkan diri secara langsung kepada organisasi. Kinerja manajerial secara signifikan dapat diterapkan kepada setiap karyawan karena dapat mencapai tujuan organisasi. Semakin baik kepercayaan karyawan maka kinerja seorang karyawan akan meningkat melalui komitmen organisasi. Penelitian ini dilakukan dalam kontek Indonesia. Namun, temuan penelitian ini berpeluang untuk dapat digeneralisasi terhadap organisasi-organisasi swasta yang ada di negara lain, terutama negara-negara di Asia Tenggara.
Extended AbstractAbstract The aim of the present study is to investigate the mediating role of organizational commitment in the relationship between mentoring and job satisfaction and to answer the ...question of whether organizational commitment plays a mediating role in the relationship between mentoring and job satisfaction approach: In terms of purpose, this research is applied, and according to the nature of the subject and its goals, it is of a descriptive-correlation type.Introduction Education and its scientific and specialized management is an important factor in the development of countries and societies. Today, coaching is considered the most important experiential aspect of training and is an important process for professional development and psychological support of new employees, and it can be used to prevent anxiety and increase self-confidence and peace of mind in inexperienced employees.Case study The statistical population of the present study was all primary school teachers in Euclid city. The required statistical sample size was determined by Cochran's formula of 134 people and the sample was selected using random sampling method. The required primary data were collected through questionnaires and secondary data were collected through library and internet sources.Materials and Methods Structural equation model was used by Smart PLS software to test research hypotheses. The required statistical sample size was determined by Cochran's formula of 134 people and the sample was selected using random sampling method. The required primary data were collected through questionnaires and secondary data were collected through library and internet sources.Discussion and Results The research findings showed that in general, the mentoring variable explains a total of 59% of the variance of the job satisfaction variable and 19.9% of the variance of the organizational commitment variable. And the variable of organizational commitment explains a total of 53% of the variance of the variable of job satisfaction, according to the mentioned cases, all research hypotheses were confirmed. The lack of easy access to teachers and members of the statistical community as well as the lack of research literature are among the limitations of the research.Conclusionpresent research include the achievement that by combining the social exchange theory (which is one of the most effective conceptual paradigms for understanding workplace behaviors) and the concept of coaching, it is possible to develop a suitable structure for predicting and explaining the behavioral dimensions between the organization and employees. Finally, one of the acquired concepts is training methods of persuading employees by managers and supervisors in order to achieve commitment, job integration, more self-efficacy and less intention to leave the organization.
Organizational support theory (OST) proposes that employees form a generalized perception concerning the extent to which the organization values their contributions and cares about their well-being ...(perceived organizational support, or POS). Based on hypotheses involving social exchange, attribution, and self-enhancement, we carried out a meta-analytic assessment of OST using results from 558 studies. OST was generally successful in its predictions concerning both the antecedents of POS (leadership, employee–organization context, human resource practices, and working conditions) and its consequences (employee’s orientation toward the organization and work, employee performance, and well-being). Notably, OST successfully predicted the relative magnitudes of different relationships, influences of process variables, and mediational effects. General implications of the findings for OST and research on POS are discussed.
The current research aims to understand the detrimental effects of job security (i.e., remaining in the same job), insecurity (i.e., concerns about continuing in the existing job), and burnout on ...employee organizational commitment. By investigating this context, the study also looks into how benevolent leadership may mitigate these negative effects. Employing event system theory, we conceptualize job insecurity, job security, and burnout effects as Covid-19-related events and how they may impact employee organizational commitment. Based to the findings, despite the mediation effects of benevolent leadership, job insecurity, and job burnout negatively impacted employee organizational commitment. Furthermore, job security was lowered by the mediating influence of benevolent leadership. The study findings have important implications for managers and organizations in dealing with future crises.
Teacher organizational commitment is a determining factor for achieving quality education. It is believed that teacher personality is one of the main factors which either increase or decrease ...organizational commitment. This research aims to examine the effects of teacher personality on their organizational commitment. The quantitative approach was employed with the survey method. The samples were selected using the simple random technique by applying the Slovin formula. The participants of this study were 83 civil servant teachers at public senior high schools located in East Jakarta. The data of this study were collected through a survey and then analyzed using Path analysis. The results of the analysis show that tcount is higher than ttable (4.329 > 2.64). This result means that H0 is rejected while H1 is accepted. The hypothesis testing shows that personality has a positive direct effect on teacher organizational commitment. Furthermore, it is proven that there are three traits influencing teacher personality, namely emotional stability (33.98%), extroversion (33.56%), and openness to experience (32.46%). Meanwhile, the main factors influencing organizational commitment are employee engagement (33.74%), moral responsibility (33.55%), and loyalty (32.71%). Based on the result of this study, it is suggested that school principals take teacher personality into account in order to improve teacher organizational commitment at schools.
This paper examines the role of employees’ future time perspective (FTP) in the association between human resource management (HRM) systems and work-related attitudes. Drawing on social exchange ...theory, signaling theory, and affective events theory, we hypothesize HRM systems’ indirect effects on individual-level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 employees of 76 business units, provide evidence that HRM systems have (i) direct effects on employees’ FTP and (ii) indirect effects on job satisfaction and organizational commitment via FTP. In addition, three HRM bundles’ (i.e., knowledge, skills, and abilities enhancing; motivation enhancing; and opportunity enhancing) corresponding indirect effects are explored. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions.
It must be admitted that Micro, Small and Medium Enterprises in Indonesia are very supportive of the economy. MSMEs are the most important pillars in the Indonesian economy. MSMEs are able to absorb ...a large number of workers. Manpower as a human resource is the most important element that drives the wheels of business. Quality human resources are needed to win business competition. This study aims to analyze the effect of competence and organizational commitment on the employee performance of MSMEs Nurul Aqiqah and Catering Palembang, South Sumatra. The entire population in the study was sampled, namely all 40 employees, the sample was taken by the census method (saturated sample). The research instrument scale uses a Likert scale. The source of data in this study is primary data collected using a questionnaire. To analyze the data used SPSS version 26 application. The analytical technique used is multiple linear regression analysis. The results showed that the variables of competence and organizational commitment simultaneously had a significant effect on employee performance. Partially, the variables of competence and organizational commitment have a significant effect on employee performance. In conclusion, employee competence and organizational commitment are determinants of employee performance and automatically affect company performance.
PDF
