Lian Kok Fei
Volume 6, Issue 8 , August 2019, , Pages 582-598
Abstract
This research demonstrated the impact of human resource management bundles on employee performance, both direct and mediated by human capital and organizational commitment. The ability-enhancing, motivation-enhancing and empowerment-enhancing HRM bundles have significant direct impacts on employee ...
Read More
This research demonstrated the impact of human resource management bundles on employee performance, both direct and mediated by human capital and organizational commitment. The ability-enhancing, motivation-enhancing and empowerment-enhancing HRM bundles have significant direct impacts on employee performance and organizational commitment. However, only the motivation-enhancing HRM bundle has a significant direct impact on human capital. There are also significant impacts from human capital to employee performance, organizational commitment to human capital, organizational capital to social capital and social capital to human capital. Finally, human capital has a significant relationship with employee performance. Most of the hypothesized mediated effects were also found, except that their effects were smaller than those of the direct effects. Implications of the research findings and proposals for future research are discussed.
Muhammad Imran; Siti Norasyikin Abdul Hamid; Azelin Aziz
Volume 4, Issue 9 , September 2017, , Pages 953-961
Abstract
The purpose of this paper is to provide a conceptual framework regarding religiosity and organisational commitment. A literature-based analysis was engaged by combining concepts from religiosity and organisational commitment. The syntheses of these two concepts lead to the development of the conceptual ...
Read More
The purpose of this paper is to provide a conceptual framework regarding religiosity and organisational commitment. A literature-based analysis was engaged by combining concepts from religiosity and organisational commitment. The syntheses of these two concepts lead to the development of the conceptual framework. The findings show that implementation of religious practices leads to organisational commitment. This paper will contribute to the conceptualisation of religiosity and organisational commitment, which help to improve the theory.
Masume Faraji; Shahram Begzadeh
Volume 4, Issue 5 , May 2017, , Pages 565-577
Abstract
This study aimed to investigates the relationship between organizational commitment and spiritual intelligence with job performance in physical education staff in East Azerbaijan province. This research is descriptive in nature and correlational, and the statistical universe consisted of all staff in ...
Read More
This study aimed to investigates the relationship between organizational commitment and spiritual intelligence with job performance in physical education staff in East Azerbaijan province. This research is descriptive in nature and correlational, and the statistical universe consisted of all staff in Physical Education offices in East Azerbaijan province, of which 175 members were selected as samples by cluster sampling method. The following questionnaires were used to gather information: organizational commitment of (Allen & Meyer, 1990), Spiritual Intelligence (King, 2008) and Patterson's job performance. In the present study the reliability of questionnaires were calculated, organizational commitment, 0/73, spiritual intelligence, 0/80 and job performance, 0/83, respectively. For analysis, the Pearson correlation test was used. The results of the statistical analysis of data show that there is a significant relationship between organizational commitment and spiritual intelligence with job performance of physical education staff. The findings of this study can be emphasized in the areas of theory and practice, to strengthen employees' job performance through the applying of spiritual intelligence and increasing their organizational commitment in the governmental organizations.
Bagher Asgarnezhad Nouri; Milad Soltani
Volume 4, Issue 2 , February 2017, , Pages 100-117
Abstract
Job stress is a psychological variable that has gained increasing importance in human resource management studies in recent years. Nursing is one of the professions which might be exposed to various sources of job stress due to its special nature, particularly its relation with patients’ physical ...
Read More
Job stress is a psychological variable that has gained increasing importance in human resource management studies in recent years. Nursing is one of the professions which might be exposed to various sources of job stress due to its special nature, particularly its relation with patients’ physical health. This study was an attempt to investigate the effect of factors including workload, lack of control, information gap, confidence and proficiency in the role, management’s relationship and support, and coworkers’ relationship and support on the job stress of nurses, and to identify the consequences of job stress in relation to nurses’ organizational commitment. The population comprised all nurses working in different treatment and health departments of state and private hospitals of Nicosia. The questionnaires were distributed and finally 100questionnaires returned by the nurses during several follow-up stages carried out by the researcher. In order to identify the factors influencing job stress, standard models developed by HSE (2004b), Davis et al. (1991) and Osipow (1987) were used. In order to analyze the data, Pearson correlation and multiple linear regression were used by SPSS software. Results show that information gap exerts a positive effect on nurses’ job stress, whereas confidence and proficiency in the role and management relationship and support exerts a negative effect on their job stress. However, the significant effect of workload, lack of control, and coworkers’ relationship and support was not confirmed. Finally, identification of job stress consequences revealed that nurses with lower levels of job stress enjoyed higher organizational commitment.
Qaisar Iqbal
Volume 3, Issue 12 , December 2016, , Pages 837-851
Abstract
There is intense pressure over organizations to survive in the ever-changing world of competition. Human resource is a prime factor that has no alternative and substitute. Success of any organization is highly dependent upon quality of human resource. This study investigates inter play of job crafting ...
Read More
There is intense pressure over organizations to survive in the ever-changing world of competition. Human resource is a prime factor that has no alternative and substitute. Success of any organization is highly dependent upon quality of human resource. This study investigates inter play of job crafting , organizational commitment and moderating role of person-job fit in banking sector of Pakistan..200 questionnaires were floated at email addresses of employees working at branch level of bank. Response rate in this study is 84%.Regression analyses and Andrew Hayes Technique of moderation has been used to perform data analysis. There is significant impact of job crafting over organizational commitment of employees. Person-Job Fit is playing its role as moderator with job crafting and organizational commitment.it is of high significance that with increasing value of person-job fit, its moderating impact decreases.
Noora Rafiee; Mohammad Amin Bahrami; Samaneh Entezarian
Volume 2, Issue 1 , January 2015, , Pages 91-100
Abstract
Committed managers are regarded as a vital source for the success of an organization. When organizational rules are observed by managers, there will be a suitable opportunity for increasing organizational commitment. On the other hand, personality characteristics and individualistic differences of people ...
Read More
Committed managers are regarded as a vital source for the success of an organization. When organizational rules are observed by managers, there will be a suitable opportunity for increasing organizational commitment. On the other hand, personality characteristics and individualistic differences of people are among the most important factors which predict their organizational commitment and can help organizations reach the goals and productivity. Therefore, this research was conducted to study the correlation between demographic determinants and organizational commitment of health managers in Yazd province. The present research was of descriptive–analytical type. The studied population included all the managers of educational and therapeutic hospitals, managers of health and therapeutic networks, and managers of health vice chancellor in Yazd province. Nineteen health managers of Yazd province were determined using census method. Health managers of the mentioned centers filled out Allen and Meyer's organizational commitment questionnaire and form of demographic characteristics. The data were analyzed in SPSS20 software and measures of central tendency (mean), standard deviation, Spearman's correlation coefficient, and independent group t-test were analyzed. Organizational commitment had positive correlation with education, age, working years in the present organization, general working record, and managerial record among health managers in the statistical population. Considering age, working and managerial records, and education of people in appointing health managers and strengthening organizational commitment, which is originated from ethics, can be effective in gaining organizational competence and trust for them.