Mediating Effect of Motivation Between Justice Perception and Organizational Effectiveness

2009 ◽  
Author(s):  
Young-Jean Lee ◽  
Do-Yeong Kim ◽  
Junsu Park
Keyword(s):  
Organizational Effectiveness ◽  
Mediating Effect ◽  
Justice Perception

scholarly journals Organizational Climate and Effectiveness Relationship in IT Sector: Mediating Effect of Organizational Commitment

2019 ◽  
Vol 8 (11) ◽  
pp. 3640-3646
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Direct Effect ◽  
Indirect Effect ◽  
Mediating Effect ◽  
Growth Opportunities ◽  
Favourable Environment ◽  
Structured Questionnaire

Human resource of an organization is considered as a central variable which affects the effectiveness of an organization. In this competitive era employees are considered as an asset to the organization and it is the only resource which can use all other resources within organization in an effective way. Human resource with its skills, capability, talent and intelligence can help an organization to achieve its objectives. The performance of employees will only be high when a favourable environment with growth opportunities will be provided to them. The present study focuses on the effect of organizational climate on organizational effectiveness of IT sector with organizational commitment as a mediator. Data was collected through structured questionnaire with the help of convenient sampling from 350 employees from Delhi and NCR. Process macro along with AMOS was used to measure the mediating effect of commitment between organizational climate and organizational effectiveness. A significant partial mediation using Bootstrapping was found with an indirect effect of organizational climate on organizational effectiveness (β= .32, Boot (LLCI= .8678, ULCI= 1.599). Total effect of organizational climate on Organizational effectiveness was .71, whereas direct effect was .39

The Effect of Authentic-Leadership on Organizational Effectiveness and Mediating Effect of Self-Leadership

2019 ◽  
Vol 32 (01) ◽  
pp. 143-167
Author(s):  
Won-hee Lee ◽  
◽  
Ki Ju Cheong ◽  
Seok-Yong Rhyu ◽  
◽  
...  
Keyword(s):  
Organizational Effectiveness ◽  
Authentic Leadership ◽  
Mediating Effect

scholarly journals Mediating Role of Dynamic Capabilities on the Relationship between Human Resource Development and Organizational Effectiveness

Organizacija ◽  
2019 ◽  
Vol 52 (3) ◽  
pp. 187-203
Author(s):  
Mohanad Ali Kareem ◽  
Hayder Abdulmohsin Mijbas
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Public Universities ◽  
Dynamic Capabilities ◽  
Resource Development ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

Abstract Background and purpose: The recent literature established that human resource development (HRD) is significantly related to organizational effectiveness (OE). In rapidly changing environments, the organizations should strive to address the shifts in the environment and cope with markets conditions through developing dynamic capabilities, in return, enhance organizational effectiveness. The main purpose of this study is to examine the mediating role of dynamic capabilities on the relationship between human resources development and organizational effectiveness in the Iraqi public universities context. Design/Methodology/Approach: Data were collected through an online questionnaire survey from 215 employees executive and non-executive employees working in the selected public universities in Iraq. Structural equation modeling (SEM) was employed to test the proposed research model. Results: The analyzed data supported all the hypothesized relationships of the study. This study finds that HRD practices have a significant influence on organizational effectiveness and dynamic capabilities. Further, dynamic capabilities significantly influence on organizational effectiveness. Also, the study empirically supports the mediating effect of dynamic capabilities on the relationship between HRD practices and organizational effectiveness. Conclusion: In the literature, there is still a lack of how HRD practices impact on organizational effectiveness through the mechanisms of dynamic capabilities. Therefore, this research contributes to the literature by pointing out the mediating role of dynamic capabilities on the relationship between HRD and organizational effectiveness. Based on the existing literature and empirical results, the study provides the theoretical and practical implications which are further discussed in detail.

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