Eran Vigoda-Gadot, Ilan Talmud and Aviv Peled
This study has a twofold goal. First, we examined perceptions of organizational politics as viewed by the academic staff in a public university. Second, we tested the potential…
Abstract
This study has a twofold goal. First, we examined perceptions of organizational politics as viewed by the academic staff in a public university. Second, we tested the potential mediating effect of perceptions of politics on the relationship between social capital and work outcomes. We surveyed 142 junior and senior faculty members of a large public Israeli university and tested several competing models. Major results, based on Structural Equations Model (SEM) analysis, indicate that the mediating model has several advantages over the direct effect model. In addition, a revised, mixed model provided additional advantages. The models are compared and discussed. Finally, implications of the findings and recommendations for future studies on internal politics and social capital in academia and beyond are suggested.
Ping Lin, Sudha Krishnan and Debra Grace
This chapter reports how accounting professionals and students perceive the proficiency of their communication skills. We find that professionals perceive themselves as having…
Abstract
This chapter reports how accounting professionals and students perceive the proficiency of their communication skills. We find that professionals perceive themselves as having higher interpersonal skills, writing skills, and speaking skills than do students. Despite decades of accounting curricula’s focus on communication skills, there remains a perception gap between students and professionals on the importance of these skills. Professionals not only perceive that they have stronger communication skills, but they also consider these skills as more important for career success than do students. Furthermore, we find that, even after controlling for the difference in perceived communication skill levels, this perception gap continues to exist between accounting professionals and students.
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The organizational literature accepts that when an organization generates commitment among employees through cultural mechanisms, it will be more efficient since the individuals…
Abstract
The organizational literature accepts that when an organization generates commitment among employees through cultural mechanisms, it will be more efficient since the individuals will be involved in the attainment of the organizing objectives and will be motivated to pursue them. It is not clear, however, how organizations can generate this commitment, what constitutes its key characteristics, or what impact its use has on organizational performance. This paper therefore aims to identify the cultural practices that allow organizations to generate commitment, to analyze its impact on organizational performance, and to analyze the degree to which these practices should be used to obtain commitment. The model presented is tested in Spanish hotels, which offer a clear example of the relevance that these sorts of tools can have in the achievement of organizational objectives.
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Paola Spagnoli and Antonio Caetano
This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the…
Abstract
Purpose
This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the relationship between the Big Five and organisational commitment.
Design/methodology/approach
Data from 190 new police officers in a three‐wave longitudinal survey were analysed by structural equation modelling (SEM).
Findings
Results showed that: satisfaction with human resource practices completely mediated the relationship between openness to experience and normative commitment; satisfaction with the work itself completely mediated the relationship between conscientiousness and normative commitment whereas it partially mediated the relationship between extroversion and affective commitment.
Research limitations/implications
This study is focused on the police context. Future studies should investigate other contexts for comparison.
Practical implications
The predictive effect of personality on both job satisfaction and organisational commitment has some practical utility with regard to selection practices. During the organisational entry process, organisations should monitor different aspects of job satisfaction in order to foster a positive environment for employees.
Originality/value
To the authors' knowledge, this is the first study that investigates the process linking personality to job satisfaction and organisational commitment in a unique longitudinal model during the organisational socialisation process.
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I.E. Jernigan, Joyce M. Beggs and Gary F. Kohut
This study of hospital nurses (n = 154) examined the influence of dimensions of work satisfaction on types of organizational commitment. Significant results were found for the two…
Abstract
This study of hospital nurses (n = 154) examined the influence of dimensions of work satisfaction on types of organizational commitment. Significant results were found for the two affective commitment types tested but not for the instrumental type evaluated. The results indicate that satisfaction with professional status was a significant predictor of moral commitment. Dissatisfaction with organizational policies, autonomy, and professional status were significant predictors of alienative commitment. None of the dimensions of work satisfaction were predictors of calculative commitment. The results of this study suggest that understanding how various factors impact the nature and the form of an individual’s organizational commitment is worth the effort. If managers do not know what causes an attitude to take on a particular form, they cannot accurately predict what behavior might follow.
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Leila Karimi, Brad Gilbreath, Tae-Yeol Kim and Matthew J. Grawitch
– The purpose of this paper is to investigate the extent to which supervisor behavior is associated with employees’ job neglect.
Abstract
Purpose
The purpose of this paper is to investigate the extent to which supervisor behavior is associated with employees’ job neglect.
Design/methodology/approach
The paper investigates the extent to which supervisor behavior is associated with employees’ job neglect.
Findings
Results from hierarchical regression analyses support the hypothesis that both positive and negative supervisor behaviors have significant effects on job neglect. Negative supervisor behavior was more strongly associated with job neglect than positive supervisor behavior.
Research limitations/implications
Changing the style of supervision might help to reduce job neglect of employees, benefitting the organization by reducing the associated costs of job neglect and counterproductive behavior.
Originality/value
The findings provide additional evidence for the important effects supervisors can have on employees. They also indicate that – in addition to studying abusive supervision – there is a need to consider the effects of a broad spectrum of supervisor behavior.
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Talat Islam, Saif Ur Rehman Khan, Ungku Norulkamar Bt. Ungku Ahmad, Ghulam Ali and Ishfaq Ahmed
The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective…
Abstract
Purpose
The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective organizational commitment and turnover intention, as very little has been conducted in this regard.
Design/methodology/approach
A quantitative research design was used via a questionnaire among 412 Malay-Chinese working in the banking and insurance sector of Malaysia.
Findings
OLC and PE were found to influence positively on job satisfaction and affective commitment, but negatively on turnover intention. In addition, job satisfaction was found to perform the role of mediator.
Research limitations/implications
The study used self-reported data based on cross-sectional survey.
Practical implications
OLC and PE were found to influence affective commitment and turnover intention directly and indirectly, providing an avenue of approach for managers to retain their key employees.
Originality/value
The paper examines OLC and PE as antecedents of employees’ attitudes (i.e. job satisfaction, affective commitment and turnover intention), neglected variables along with the mediation of job satisfaction.
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Charles R. Emery and Katherine J. Barker
This study seeks to examine customer satisfaction (CS), productivity, and profitability in terms of the organizational commitment (OC) and job involvement (JI) of company customer…
Abstract
Purpose
This study seeks to examine customer satisfaction (CS), productivity, and profitability in terms of the organizational commitment (OC) and job involvement (JI) of company customer contact personnel. Additionally, the study aims to investigate the relationship between the OC and JI of customer contact personnel in team and non‐team structures.
Design/methodology/approach
A field design is used for testing the study's four hypotheses and for examining the relationships between the independent variables and organizational profit and productivity. The study uses the service departments of 40 geographically diverse franchised automobile dealerships from one original equipment manufacturer.
Findings
The OC of customer contact personnel was significantly correlated with CS but not profit and productivity. On the other hand, the JI of customer contact personnel was significantly correlated with CS, profit and productivity. There was a significant difference between the team and non‐team structures for JI, but not for the OC of customer contact personnel.
Research limitations/implications
Future studies need to focus on the potential effect of compensations schemes on the relationships between OC, JI and CS within team and non‐team structures.
Practical implications
This study offers some insight to whether teams provide any motivational benefit in terms of commitment and job involvement. Further, there is clear evidence that team structures increase productivity and net profit. It is hoped that this research will offer more support for the need to shift some of an organization's strategic service vision inward onto the employees.
Originality/value
This is one of the few studies that examine the dependent variables of profit, productivity and customer satisfaction across 40 different service organizations.
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Elaheh Behravesh, A. Mohammed Abubakar and Cem Tanova
Although there is general agreement that employee participation in decision-making (PDM) has individual and organizational benefits, an important question remains about the…
Abstract
Purpose
Although there is general agreement that employee participation in decision-making (PDM) has individual and organizational benefits, an important question remains about the possibility that it may also have certain individual and organizational costs as well. This article presents an “episodic process model” that accounts for both the bright and possible dark sides of participation. The model explains how PDM might boost employee hope and self-efficacy, which in turn may lead to two distinct work outcomes–job satisfaction and behavior.
Design/methodology/approach
In order to test the model, data (n = 269) were collected from bank employees in two waves. A variance-based structural equation modeling (PLS-SEM) was utilized to analyze the data.
Findings
Results from variance-based structural equation modeling (PLS-SEM) show that employee PDM indeed exerts a positive impact on positive psychological resource capacities: hope, self-efficacy and job satisfaction. Hope, in turn, has a positive influence on job satisfaction and a negative influence on job-search behavior. Bias-corrected bootstrapping analysis demonstrated that the relationship between employee PDM and job satisfaction is mediated by hope.
Originality/value
Insights for practitioners in a developing economy and possible areas of future research are highlighted.
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Ebru Gunlu, Mehmet Aksarayli and Nilüfer Şahin Perçin
The aim of this paper is to identify the effects of job satisfaction on organizational commitment for managers in large‐scale hotels in the Aegean region of Turkey and, in…
Abstract
Purpose
The aim of this paper is to identify the effects of job satisfaction on organizational commitment for managers in large‐scale hotels in the Aegean region of Turkey and, in addition, to examine whether there is a significant relationship between the characteristics of the sample, organizational commitment, and job satisfaction.
Design/methodology/approach
Two structured questionnaires were administered to large‐scale hotel managers in the tourism industry. The survey instruments were adopted from the validated Minnesota Job Satisfaction and Organizational Commitment Questionnaire of Meyer‐Allen. The data were analyzed using Statistical Package for Social Sciences version 13.0.
Findings
The findings indicate that extrinsic, intrinsic, and general job satisfaction have a significant effect on normative commitment and affective commitment. In addition, the findings suggest that the dimensions of job satisfaction do not have a significant effect on continuance commitment among the managers of large‐scale hotels. When the characteristics of the sample are regarded, age, income level, and education have a significant relationship with extrinsic job satisfaction whereas income level indirectly affect affective commitment.
Research limitations/implications
Participants are limited to the managers of large‐scale hotels in Aegean region of Turkey so the results could not be generalized to the whole country; however, the number of respondents is assumed to be sufficient to provide comprehensive results.
Practical implications
Although job satisfaction is found to affect organizational commitment, practitioners should not disregard the fact that there is an interactive relationship between the two factors; otherwise, the organizations might be at risk. In addition, the governmental support is very important in minimizing the effects of seasonality problem in tourism.
Originality/value
The previous research studies in Turkey generally have focused on the organizational commitment and job satisfaction correlation among the employees in different sectors of Turkey but usually within one organization. Upper level managers' views and the tourism sector have sometimes been neglected. This research was conducted to address this deficit in Turkey in terms of reaching various hotels in a region, trying to measure the viewpoints of the upper level managers, and conducting the research in a labor‐intensive sector such as tourism.