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

scholarly journals Relationship between Organizational Effectiveness and Its Predictors among IT Sector

2019 ◽  
Vol 8 (4) ◽  
pp. 3194-3202
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Research Study ◽  
Research Work ◽  
Mediating Effect ◽  
The Relationship

In modern scenario, human resource practitioners have been showing great concern for assessing the factors enhancing employee’s commitment towards organization. Since, dedicated and devoted employees can only facilitate the organization to attain heights of effectiveness. The current research study was carried out to access the factors enhancing effectiveness of organization along with the mediating effect of organizational commitment. The effect of job satisfaction and organizational climate on effectiveness was assessed considering commitment as a mediating variable. Adjusted structured questionnaires were used for evaluating these variables. 581 respondents from IT sector were approached for collecting the data. SEM was applied for examining the model fitness and mediating effect of commitment on effectiveness. It was revealed that both job satisfaction (β=.18, p=.001) and organizational climate (β=.11, p=.007) were positively associated with effectiveness. When organizational commitment was introduced into the model as mediator it was found that the above mentioned relationships become insignificant. Organization commitment fully mediates the relationship between job satisfaction and effectiveness (β=.01, p=.85) and organizational climate and effectiveness (β=.08, p=.054). This research work has essential implication in decision making by human resource development in IT sector. Proper strategies should be defined by the management for achieving job satisfaction and favourable organizational climate considering the moderating effect of commitment, which finally leads to organizational effectiveness.

Mediating Effect of Organizational Commitment Between Islamic Human Resource Practices and Organizational Performance Among Islamic Banks of Bangladesh

2018 ◽  
Vol 15 (2) ◽  
pp. 54-65
Author(s):  
Bablu Kumar Dhar ◽  
Rosnia Masruki ◽  
Mahazan Mutalib ◽  
Hatem Mohammed Rahouma ◽  
Farid A. Sobhani ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Stock Exchange ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Islamic Banks ◽  
Hr Practices ◽  
The Impact

This paper aims at exploring the impact of Islamic human resource (HR) practices on organizational performance though organizational commitment. Data were collected from randomly selected 170 branch managers of six Islamic Banks listed on Dhaka Stock Exchange of Bangladesh. After collecting data, descriptive analysis and structural equation model were done to examine reliability and validity of the model. By analysis, the study finds that Islamic HR practices have more significant impact on organizational performance though organizational commitment rather than the direct effect of Islamic HR practices to organizational performance. The findings of the study advocate that Islamic banks should emphasize more on Islamic HR practices and organizational commitment to uphold their organizational performance.

Examining a Model of Human Resource Performance in Tourism Destination After Pandemic

2021 ◽  
Vol 25 (2) ◽  
pp. 175
Author(s):  
Dian Marlina Verawati, Andhatu Achsa, Ivo Novitaningtyas
Keyword(s):  
Organizational Commitment ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Model ◽  
Mediating Effect ◽  
Analysis Method ◽  
Tourism Destination ◽  
Collection Method ◽  
Leadership Motivation ◽  
The Relationship

During the new normal era after pandemic Covid-19, the tourism destination needs to struggle and adapt for recovery. This process requires optimal human resource performance. The objective of this study is to examine the model of human resource performance in tourism destination after pandemic. Leadership, motivation, and organizational commitment are consider as the antecedents of human resource performance. This study implements a quantitative approach. The data collection method used a questionnaire that distributed to 105 employees in Balkondes as respondent. The data analysis method used Structural Equation Model (SEM) with AMOS. The results show that leadership, motivation, and organizational commitment have a positive and significant effect on human resource performance. The results also show that organizational commitment has mediating effect on the relationship between leadership toward human resource performance, and motivation toward human resource performance.

Human resource practices and their association with perceived organizational support

2019 ◽  
Vol 28 (1) ◽  
pp. 17-19
Keyword(s):  
Human Resource ◽  
Direct Effect ◽  
Organizational Support ◽  
Design Methodology ◽  
Private Hospital ◽  
Mediating Effect ◽  
Content Type ◽  
Hr Practices ◽  
Questionnaire Surveys ◽  
Original Approach

Purpose The purpose of this study is to examine the association of specific HR practices, namely TD, CB and WP (policies and practice) and POS and also the mediating effect of IJ between HR practices and POS. Design/methodology/approach Data was gathered from responses to questionnaire surveys and interviews given to 150 nurses working in a private hospital in Penang, Malaysia. Findings The results show that there is no direct effect of CB or TD on POS, WP is associated with POS and IJ does positively mediate in all three HR practices – CB, TD and WP. Originality/value This paper has an original approach by examining specific HR practices in association with IJ and POS.

scholarly journals PENGARUH IKLIM ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PEGAWAI DI LINGKUNGAN DINAS PENDIDIKAN KOTA TANGERANG PROVINSI BANTEN

2014 ◽  
Vol 5 (2) ◽  
Author(s):  
Shintawati Shintawati
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Simple Random Sampling ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Line Analysis ◽  
Regressive Analysis

The objective of this research is to study information about the effect of organizational climate and organizational commitment on employe’s citizenship behavior (OCB) .This research by using survey method with path analysis applied in testing hypothesis. The sample size in this research was done to 65 employe’s with samples taken using simple random sampling. The data were analyzed by using descriptive analyses, regressive analysis, and line analysis method. The result shows that there are direct influence of the followings: (1) there is a positively direct effect of organizational climate on employe’s organizational citizenship behavior (OCB). .(2) there is a positively direct effect of organizational commitment on employe’s organizational citizenship behavior (OCB). (3) there is a positively direct effect of organizational climate on organizational commitment .It is expected that the results of the research could be implied in increasing and optimalizing employe’s organizational citizenship behavior (OCB), organizational climate and organizational commitment should be taken into account.

scholarly journals VARIABEL YANG MEMPENGARUHI KEPUASAN KERJA DAN TURNOVER INTENTION PEGAWAI DINAS PENDIDIKAN KABUPATEN PROBOLINGGO

BISMA ◽  
2018 ◽  
Vol 12 (2) ◽  
pp. 252
Author(s):  
Nurohma Afrianti ◽  
Purnamie Titisari ◽  
Handriyono Handriyono
Keyword(s):  
Path Analysis ◽  
Organizational Climate ◽  
Employee Engagement ◽  
Direct Effect ◽  
Work Stress ◽  
Indirect Effect ◽  
Turnover Intention ◽  
Work Satisfaction ◽  
Education Department ◽  
Research Show

This study aims to examine the effect of work stress, organizational climate, and employee engagement on work satisfaction and turnover intention of the staffs of Education Department of Probolinggo Regency. The research sample consists of 83 respondents. Data were analyzed using path analysis. Results of the research show that work stress, organizational climate, and employee engagement have direct effect and indirect effect through work satisfaction on turnover intention of the staffs of Education Department of Probolinggo Regency. Keywords:     Work Stress, Organizational Climate, Employee Engagement, Work Satisfaction, and Turnover Intention.

The influence of organizational culture and job design on job commitment and human resource performance

2018 ◽  
Vol 31 (7) ◽  
pp. 1346-1367 ◽  
Author(s):  
Kusdi Raharjo ◽  
Nurjannah Nurjannah ◽  
Solimun Solimun ◽  
Adji Achmad Rinaldo Fernandes
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Direct Effect ◽  
Job Design ◽  
Mediating Effect ◽  
Intensity Level ◽  
Content Type ◽  
Job Commitment ◽  
The Relationship ◽  
Significant Direct Effect

PurposeThe purpose of this paper is to analyze the relationship between Job Design, Job Commitment and Organizational Culture with Human Resource Performance: a study of the construction services provided by national consultants.Design/methodology/approachThe research population consisted of all employees of a national company offering consultation services, from four big Indonesian State-Owned Enterprises Contractors: PT. Yodya Karya Company, PT. Hutama Karya, PT. Adhy Karya, PT. Waskita Karya Referring to the approach to SEM modeling with an average population of 600 employees for each enterprises, the sample to be used as respondents consisted of 100 employees for each enterprises, and total 100×4 enterprises=400 samples.FindingsThe variables Organizational Culture and Job Design have a significant direct effect on Job Commitment. Likewise, the effect of Organizational Culture and Job Commitment on Human Resource Performance is also significant. However, a different result is shown in the result of the direct effect of the variable Job Design on the variable Human Resource Performance, which indicates that the variable Job Design does not have a significant direct effect on the variable Human Resource Performance. In other words, the intensity of the Job Design value will not affect the intensity level of Human Resource Performance. In addition, a mediating effect of the variable Job Commitment is found on the effect of Job Design and Organizational Culture on Human Resource Performance.Originality/valueThe use of Job Commitment to exercise a mediation effect on the relationship between the effect of Job Design and Organizational Culture on Human Resource Performance, and the research site (no previous research investigating this relationship).

Traditional Benefits Versus Perquisites

2017 ◽  
Vol 16 (2) ◽  
pp. 91-103 ◽  
Author(s):  
Stéphane Renaud ◽  
Lucie Morin ◽  
Alexis Béchard
Keyword(s):  
Longitudinal Study ◽  
Organizational Commitment ◽  
Indirect Effect ◽  
Mediating Effect ◽  
Information And Communications Technologies ◽  
New Employees ◽  
Communications Technologies

Abstract. The purpose of this longitudinal study is to test the association between satisfaction with traditional benefits and perquisites and turnover via the mediating effect of organizational commitment. Data come from a series of electronic surveys conducted among a sample of new employees working in the Canadian division of a large international Information and Communications Technologies (ICT) firm. Results indicate that while satisfaction with traditional benefits has both a direct and indirect effect on turnover, satisfaction with perquisites only has an indirect effect on turnover via organizational commitment. Results also show that satisfaction with traditional benefits has a stronger impact on turnover than satisfaction with perquisites.

Analisis Pengaruh Komitmen Afektif, Kontinyu Dan Normatif Terhadap Kinerja Dengan Disiplin Kerja Sebagai Variabel Intervening

2017 ◽  
Vol 22 (1) ◽  
pp. 21-37
Author(s):  
Titik Nurbiyati ◽  
Kunto Wibisono
Keyword(s):  
Organizational Commitment ◽  
Path Analysis ◽  
Multiple Regression ◽  
Direct Effect ◽  
Indirect Effect ◽  
Sampling Methods ◽  
Pearson Product Moment Correlation ◽  
Cronbach Alpha ◽  
Instrument Validity

This study aims to analyze the influence of organizational commitment indicated by the affective, normative and continuous commitment on employees performance, that is intervened by work discipline. Sampling methods uses census which results in 154 final samples. Instrument validity was measured using pearson product moment correlation, while its reliability was measured using cronbach alpha. Data were analyzed using multiple regression and path analysis. The results show that the affective, normative and continuous commitment positively affect employees’ performance and work discipline, either partially or simultaneously. Meanwhile, work discipline positively affect on employees’ performance. It is ultimately found that the indirect effect of commitment on the performance through the work discipline is greater than the direct effect of commitment on the performance.

scholarly journals Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

2020 ◽  
Vol 10 (3) ◽  
pp. 238
Author(s):  
ANTHONY FRANK OBENG ◽  
PRINCE EWUDZIE QUANSAH ◽  
ERIC COBBINAH ◽  
STEPHEN ABIAM DANSO
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Mediating Effect ◽  
Moderation Effect ◽  
The Relationship

Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

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