The Influence of Work Motivation on Organizational Commitment Among Civil Servants of Kazakhstan: Analyzing the Mediating Role of Job Satisfaction

2021 ◽  
Vol 19 (3) ◽  
pp. 543-567
Author(s):  
Gaziz Sagituly ◽  
Junhua Guo
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Civil Service ◽  
Work Motivation ◽  
Civil Servants ◽  
Mediating Effect ◽  
Regional Administration ◽  
Mediating Role ◽  
The Relationship

One of the priority directions of administrative reforms that take place in the Republic of Kazakhstan is the enhancement of civil service effectiveness. And, the success of reforms will mostly be determined by the condition of civil service, which depends on the performance of civil servants. Taking into consideration the importance of motivated and satisfied employees on their commitment, this study was aimed to identify the relationship between motivation and job satisfaction on employees’ commitment and studying the mediating role of job satisfaction on the relationship of civil servants’ motivation and organizational commitment in the central and local executive bodies in Kazakhstan. In total, 1205 civil servants from 5 ministries and 4 regional administration completed a questionnaire adapted from previous studies. The results show significant relationships exist between work motivation dimensions and organizational commitment as well as work motivation and job satisfaction. Moreover, the study found the mediating effect of job satisfaction on the hypothesized relationships. This paper contributes to the existing human resources literature on employees’ commitment and guides management on how to improved employees’ job satisfaction and employee’s commitment.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

scholarly journals Perceived Organizational Injustice, Job Satisfaction, Organizational Commitment, and Turnover Intention: A Study of MNCs in Malaysia

2021 ◽  
Vol 22 (2) ◽  
pp. 1047-1065
Author(s):  
Daisy Mui Hung Kee ◽  
Kuok Shiong Chung
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Negative Influence ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Organizational Injustice

The paper intends to examine the relationship between perceived organizational injustice, organizational commitment, and turnover intention. Besides, the paper investigates the mediating role of job satisfaction on the relationship between organizational injustice, organizational commitment, and turnover intention. The presence of gender as a moderating role is also tested. Testing hypotheses on 203 MNCs employees, the paper finds that distributive and interactional injustice are associated with organizational commitment, job satisfaction, and higher turnover intention. Procedural injustice has a direct negative influence on job satisfaction. Job satisfaction has a mediating effect on the relationship between organizational injustice, organizational commitment, and turnover intention. Gender is found to have a moderating effect on the relationship between organizational injustice and turnover intention. This study's findings serve as guidelines to help managers better understand organizational behaviors, specifically on how to minimize employee turnover, improve job satisfaction and organizational commitment, and make better decisions in managing the perception of distributive and interactional injustice when dealing with their employees.

scholarly journals The Mediating Role of Trust in Management on Job Satisfaction and Organizational Commitment

Pravaha ◽  
2020 ◽  
Vol 25 (1) ◽  
pp. 43-52
Author(s):  
Binod Ghimire
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Practical Implication ◽  
Mediating Effect ◽  
Mediating Role ◽  
Trust In Management ◽  
The Impact ◽  
The Relationship

Purpose- The paper aims to empirically testing the mediating effect of trust in management in the relationship between organizational justice and personal outcomes. The main purpose of this study is to understand mediating role of trusting the management on organizational justice and its impact on job satisfaction and organizational commitment. Approach- The study is based on the effect of organizational justice, trust in management, job satisfaction and organizational commitment among nursing staff working at different hospitals at Kathmandu Valley. This study incorporates design and distribution of questionnaire to 160 nurses belonging to different hospitals working on different scale of pay level. Findings- Organizational justice alone does not significantly increase job satisfaction as well as commitment in the organization. Trust in management mediates the relationship organizational justice and personal outcome. Organizational justice positively affect personal outcome when mediated by high trust in management. Practical implication- This paper is useful to academicians and organizations to understand the impact of trust in management on the work performance. This study provides practical implications towards nurses and management of hospitals. Management requires change in behavior to develop trusting environment in workplace.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals Social connectedness and job satisfaction in Mexican teleworkers during the pandemic: the mediating role of affective well-being

2021 ◽  
pp. 37-48
Author(s):  
Cernas-Ortiz Cernas-Ortiz ◽  
Lau Wai-Kwan
Keyword(s):  
Job Satisfaction ◽  
Attributional Style ◽  
Social Connectedness ◽  
Well Being ◽  
Mediating Effect ◽  
Cross Sectional ◽  
Mediating Role ◽  
Probabilistic Sample ◽  
The Relationship

The purpose of this study was to examine the relationship between social connectedness outside of work and job satisfaction in Mexican teleworkers during the COVID-19 pandemic. The research method was correlational, non-experimental, and cross-sectional. Employing an online, self-administered survey, the data were collected in a non-probabilistic sample of 214 individuals. The results suggest that the relationship between social connectedness outside of work and job satisfaction is positive and mediated by positive affective well-being. The mediating effect of positive affective well-being is not moderated by optimistic attributional style. Social connectedness outside of work is important to keep job satisfaction high. Therefore, organizations should facilitate a frequent interaction of their teleworkers with others outside the work domain.

scholarly journals The Relationship between Work Motivation, Job Satisfaction, and Employee Performance: The Moderating Role of Psychology Capital and The Mediating Role of Organizational Commitment

2021 ◽  
Vol 14 (2) ◽  
pp. 102
Author(s):  
Windu Astuti ◽  
Lia Amalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Psychological Capital ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Sample Technique ◽  
The Relationship

This study aims to determine the effect of work motivation, organizational commitment, and job satisfaction on employee performance. The effect of organizational commitment mediates the relationship between work motivation on employee performance and job satisfaction on employee performance and psychological capital, which moderates the relationship between job satisfaction and employee performance. The object of this research is the employees of the state civil apparatus. They work in government agencies in the education sector of the Directorate of Senior High Schools in Jakarta. This study uses a quantitative approach with one hundred and ten respondents, sampling using a saturated sample technique, and a questionnaire as a measuring tool. Data analysis used the Structural Equation Modeling (SEM) method to test the model's suitability in this study with the help of the SmartPLS version 3 application. The results of this study conclude that work motivation, organizational commitment, and job satisfaction affect employee performance, organizational commitment can mediate the relationship between job satisfaction and employee performance but cannot mediate the relationship between work motivation and employee performance, and psychological capital can moderate the relationship between job satisfaction with employee performance.

scholarly journals The Mediating Role of Motivation and Job Satisfaction in the Relationship between Compensation and Organizational Commitment in Micro Finance Institutions

2021 ◽  
Vol 12 (1) ◽  
pp. 37
Author(s):  
Muhammad Suyuthi Romdlon ◽  
I Ketut R. Sudiarditha ◽  
Henry Eryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Equation Modeling ◽  
Mediating Role ◽  
Islamic Microfinance ◽  
The Relationship ◽  
Intervening Variables

<p>This study aims to determine the effect of compensation, motivation, and job satisfaction on organizational commitment in Islamic microfinance services. This research has four variables: compensation as an independent variable, motivation, job satisfaction as intervening variables, and commitment as a dependent variable. The subjects in this study were active employees in one of the Islamic microfinance services. It is Baitul mal wa tamwil (BMT). This research uses quantitative methods. Data collection was carried out by distributing questionnaires using a 5-point Likert scale with 240 total valid responses. The data were analyzed using Structural equation modeling (SEM) using AMOS version 24. The results showed that compensation had a positive and significant effect on motivation, compensation had a positive and significant effect on job satisfaction, motivation had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment, job satisfaction had a positive and significant effect on organizational commitment, compensation had a positive and significant effect on organizational commitment through motivation and job satisfaction as intervening variables. This study finds providing several important implications for research and implementing microfinance services.</p>

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