Carole Serhan, Nehmeh Nehmeh and Ibrahim Sioufi
The research aims to test the links amongst Meyer and Allen's three levels of organisational commitment and the commitment's effect on reducing turnover intentions for Islamic…
Abstract
Purpose
The research aims to test the links amongst Meyer and Allen's three levels of organisational commitment and the commitment's effect on reducing turnover intentions for Islamic bank (IB) employees during the lockdown caused by coronavirus disease (COVID-19).
Design/methodology/approach
The research follows a variable-centred approach. Primary data are collected through a survey of 324 respondents comprising IB employees from three Arab countries, notably the United Arab Emirates (UAE), Lebanon and Oman. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of turnover intentions.
Findings
Results show that there is a high level of significant intercorrelation amongst affective, normative and continuance commitments as well as amongst organisational commitment, individual differences and turnover intentions for IB employees from the three studied Arab countries. The results confirmed that turnover intentions are minimised in the presence of all three organisational commitment subscales and that individual differences amongst IB employees and organisational efficiency moderate the relationship between organisational commitment and turnover intentions.
Originality/value
There is no empirical work that has been done on the determinants of turnover intentions amongst IB employees during the lockdown. This is valuable to organisational behaviour scholars and practitioners who are interested in the role that organisational commitment plays in IB's employment behaviour.
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Nael H. Alami and Latifa K. Attieh
The global spread of the COVID-19 pandemic has largely transformed the higher education ecosystem and shifted the modes of delivery around the world. The rapid shift from…
Abstract
The global spread of the COVID-19 pandemic has largely transformed the higher education ecosystem and shifted the modes of delivery around the world. The rapid shift from traditional face-to-face teaching to online delivery was accompanied by a set of significant challenges. In Lebanon, the situation was exacerbated by a plethora of political, economic, and humanitarian crises. Even the most well-prepared Lebanese higher education institutions were facing an insurmountable challenge to maintain education quality under extremely strenuous circumstances and limited resources. The challenges included the absence of clear quality assurance mechanisms, problems associated with limited internet connectivity due to frequent electric power outages, the lack of teacher and student preparedness for online delivery, and the absence of online-ready curricula. Nevertheless, Lebanese universities were able to make the necessary adjustments for their students to complete their education using available resources and minimal training. The current chapter explores the challenges faced by private and public universities in Lebanon and the approaches utilized to overcome tremendous limitations. We discuss the lessons learned during the process of adopting online and hybrid classroom learning, and the opportunities for growth that were brought about by unforeseen circumstances. We also introduce the changes needed on the institutional, national, and regional levels to prepare for the post-pandemic era in higher education.
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We aim to address the evolving phenomenon of dry promotions and its impact on employee well-being in organizations. Dry promotion, its possible effects on employee well-being and…
Abstract
Purpose
We aim to address the evolving phenomenon of dry promotions and its impact on employee well-being in organizations. Dry promotion, its possible effects on employee well-being and some strategies to mitigate its adverse consequences are presented as a viewpoint paper.
Design/methodology/approach
The arguments in this viewpoint are built on theoretical insights drawn from various organizational theories, such as Maslow’s hierarchy of needs, Herzberg’s two-factor theory and self-determination theory. However, the main line of thought revolves around positive psychology theory, which assesses the paper’s existing literature, news articles and case studies to discuss the emerging phenomenon concisely.
Findings
Dry promotion is often characterized by job title upgrades without corresponding pay increases. While dry promotion may satisfy higher-level needs for some individuals, they usually neglect lower-level needs, leading to stress and work-life imbalance, ultimately causing detrimental effects on employee well-being. Strategies at individual, group and organizational levels are crucial to navigate this phenomenon and its consequences. We argue that fair communication, supportive workplace culture and providing avenues for skill enhancement curtail the adverse effects of dry promotion on employee well-being. In addition, a culture fostering mindfulness can help employees navigate the challenges of increased responsibilities without proportional financial rewards.
Practical implications
Our study can provide at least some guidance on how to navigate through the phenomenon of dry promotions.
Originality/value
Our paper contributes to the scant literature on dry promotions by assessing the likely effects of dry promotions on employee well-being and suggesting practical strategies to deal with it.
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Swati Alok, Sudatta Banerjee and Navya Kumar
This study aims to identify demographic characteristics, personal attributes and attitudes and social support factors that adversely or favourably affect the likelihood of career…
Abstract
Purpose
This study aims to identify demographic characteristics, personal attributes and attitudes and social support factors that adversely or favourably affect the likelihood of career persistence amongst women workers of the Indian IT sector.
Design/methodology/approach
The research, grounded in the social cognitive career theory, analyses primary data collected from 850 women working in IT via a survey. Based on an original definition of career persistence, the sample was segregated into 427 persistent and 423 non-persistent women. Logistic regression was performed to test for the effect of various determinants on the likelihood of women being career persistent versus non-persistent.
Findings
Being married, having children, as well as high levels of belief in gender disadvantage and work–family conflict lowered the likelihood of career persistence amongst women. While being a manager, possessing high career identity, high occupational culture fit, positive psychological capital and family support boost the likelihood.
Originality/value
The study examines women's actual continuance in an IT career vis-à-vis exit from the workforce/IT field, rather than women's stated intent to persist/quit as previously investigated. It uses logistic regression to identify both hurdles and aids on the path of women's career persistence. The findings can help recognize women more likely to struggle, thus be a first step in targeted organizational interventions to plug a leaky talent pipeline.
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Nomusa Dube and Takawira Munyaradzi Ndofirepi
Keeping happy and committed workers is an imperative goal for organisations in any field, including higher education. Institutions must, however, have a thorough understanding of…
Abstract
Purpose
Keeping happy and committed workers is an imperative goal for organisations in any field, including higher education. Institutions must, however, have a thorough understanding of the elements that influence various organisational commitment levels before they can develop human resource management guidelines and procedures that work. Hence, by using social exchange theory, this study aimed to investigate the connection between work–life balance (WLB), job satisfaction and organisational commitment among a sample of Zimbabwean higher education institutions. These factors have received relatively minimal attention in academic institutions, particularly in developing nations.
Design/methodology/approach
A cross-sectional survey was conducted, using convenience sampling, to examine 224 members of the teaching staff from two universities in western Zimbabwe. The collected data were analysed using partial least squares structural equation modelling.
Findings
The results revealed that WLB significantly predicted job satisfaction. Furthermore, the relationship between WLB and affective and normative commitment was found to be indirect and mediated by job satisfaction.
Research limitations/implications
The results of this study suggest that WLB and job satisfaction are crucial factors for higher education institutions that aim to secure their talented faculty's affective and normative commitment. Therefore, universities should implement firm policies and practices that encourage academic staff to maintain a healthy WLB and enhance job satisfaction.
Originality/value
The study's main contribution is the development of a conceptual model that contributes to the ongoing scholarly discourse on how to enhance organisational commitment among academic staff in under-resourced higher education institutions, as well as the concomitant implications for human resource policies within these institutions.
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Karolina Oleksa-Marewska and Agnieszka Springer
Based on the theory of organizational socialization, this article broadens the knowledge in the field of organizational commitment by determining the relationship between the…
Abstract
Purpose
Based on the theory of organizational socialization, this article broadens the knowledge in the field of organizational commitment by determining the relationship between the organizational climate (OC) and the employees’ commitment, as well as the moderating role of the person-environment (P-E) fit.
Design/methodology/approach
We conducted quantitative research using three psychometric questionnaires. We investigated a large sample (N = 1,032) of employees hired in Poland.
Findings
We found strong relationships between the OC, the employees’ fit and their commitment. Moreover, both supplementary and complementary fit significantly moderated the relationships between the majority of climate dimensions and, especially, affective commitment. Interestingly, highly fitted employees with longer tenure showed a stronger relationship between material climate dimensions and commitment compared to similarly fitted newcomers, for whom the most important were relationships with co-workers and superiors.
Research limitations/implications
We analyzed only a subjective fit among employees working in Poland. Although it was beneficial for developing the OC knowledge of non-American sample, the results require cautious generalization.
Practical implications
Assessing a candidate’s fit with the organization through detailed interviews, behavioral questions or practical tasks during the selection process can improve candidates' and employees’ P-E fit. A better fit can increase commitment, even if the OC or other factors are not perfect. Socialization tactics aimed at strengthening the fit can facilitate better alignment with the climate and higher commitment among employees with longer tenure.
Originality/value
This study is the first to empirically verify the moderating role of the P-E fit on the relations between OC and organizational commitment. It also considers the comparison between more experienced employees and newcomers.
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Karen Yvonne Green, Meng Huang, Keith S. Walker, Steven A. Wallace and Xinlei Zhao
The increasing number of online courses in higher education has provided students with convenience and flexibility. However, some adverse effects also come with online learning…
Abstract
Purpose
The increasing number of online courses in higher education has provided students with convenience and flexibility. However, some adverse effects also come with online learning, including negatively affecting student beliefs in themselves and their perceptions of the instructor. Both are important factors for academic success. Grounded in media richness theory, this study aims to examine the impact of medium choices by investigating instructor messages on student beliefs and perceptions in an online course.
Design/methodology/approach
This study employs a survey methodology using validated items to assess university student perceptions following faculty interactions (video versus customized email).
Findings
The authors find that videos and personalized emails, using mass distribution Excel features, help increase student beliefs, including social belongingness and self-efficacy, and improve students' perceptions of the instructor and learning environment.
Originality/value
This study contributes to the literature by establishing that the richness of media of faculty messages can impact student beliefs, which in turn, may help with student success and retention. The activities used in this study are low-effort for the instructor and may have lasting effects on the students. In addition, this study fills a gap in the literature by examining multiple forms of the richness of media and their impact on multiple aspects of students' beliefs and perceptions of the instructor.
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Zoe S. Dimitriades and Nancy Papalexandris
This exploratory research seeks to examine the relationship between employee commitment and financial performance in the Greek retail banking sector.
Abstract
Purpose
This exploratory research seeks to examine the relationship between employee commitment and financial performance in the Greek retail banking sector.
Design/methodology/approach
A total of 331 questionnaires were completed by bank employees. Data were analyzed via confirmatory factor analysis, reliability analysis, correlation and mediation analysis.
Findings
Contrary to expectations, both employee attitudes (affective commitment) and perceptions (morale climate) were unrelated to business financial performance.
Research limitations/implications
Because of the chosen research approach, results may lack generalizability. Therefore, researchers are encouraged to test the reported findings further.
Practical implications
Current findings might enhance understanding of the relationship between affective organizational commitment and financial performance in Greek retail banking.
Originality/value
The paper extends the existing service profit chain research, offering insights into employee commitment and its relationship with financial performance, in the relatively under‐researched Greek context.
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Carole Serhan, Nour Nasr, Georges Cheikh and Gerard Nachar
This research study investigates the relationship between management practices and young employee retention in the hospitality and tourism industry in Lebanon. Besides, it…
Abstract
Purpose
This research study investigates the relationship between management practices and young employee retention in the hospitality and tourism industry in Lebanon. Besides, it examines the moderating role of the workplace context in the relationship between management practices and employment retention in the industry.
Design/methodology/approach
Non-probability purposive sampling method was used to collect 421 questionnaires through a survey of young employees. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability, and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of young employee retention.
Findings
The findings show that management practices tested in this study have significant relationships with young employee retention in the hospitality and tourism industry in Lebanon. Further, the findings reveal that the workplace context moderates the relationship between three management practices (participation in decision-making, training, and performance recognition) and young employee retention.
Practical implications
The findings suggest that managers in hospitality and tourism businesses must improve their management practices and promote a positive workplace context to retain young employees.
Originality/value
Finally, this study is the only one that tests the moderating role of the workplace context in the relationship between five selected management practices (participation in decision-making, training, performance recognition, remuneration and job continuity) and young employee retention. Previous studies used fewer variables.