Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

https://isiarticles.com/bundles/Article/pre/pdf/41383.pdf

Service quality and the training of employees: The mediating role of organizational commitment

The purpose of this paper is to extend the knowledge on the underlying relation between trust, knowledge sharing (KS) and organizational commitment (OC) in small- and medium-sized enterprises (SMEs), by testing the mediator role of KS between trust and OC dimensions.,The paper addresses a sample of 582 top exporting Portuguese SMEs and it tests an original model using structural equation modeling following a partial least square approach.,Results show that trust positively and significantly influences KS and affective and normative OCs. KS partially mediates the relation between trust and affective OC.,This study contributes to both the knowledge management and human resource development literatures, showing the relationship between variables from both bodies of literature. Some limitations apply, the study uses cross-sectional data that limit the conclusions about causality and some restrictions on the generalization of the results also apply due to the used sample.,Results show the importance of encouraging a trustful environment in SMEs on behalf of KS and OC dimensions. Human resource managers could profit from stimulating KS among employees that results in affective OC.,Findings show the relevancy of trust in SMEs and the role of KS that contributes to OC.

Trust, knowledge sharing and organizational commitment in SMEs

The purpose of the current study was to examine the influence proactive personality on innovative work behavior in teaching profession and investigate the potential mediating effects of affective states and creative self-efficacy on this relationship. Proactive Personality Scale, Positive and Negative Affect Schedule, Creative self-efficacy Scale and Teachers’ Innovative Work Behavior Scale were administered to 352 primary and middle school teachers in China. Results showed that proactive personality was significantly positively associated with teachers’ innovative work behavior. Furthermore, mediation analyses revealed that the impact of proactive personality on teachers’ innovative work behavior were simply mediated by positive affect and creative self-efficacy and sequential mediated by positive affect–creative self-efficacy and negative affect–creative self-efficacy. These findings provide a new perspective in understanding the intervening mechanisms underlying proactive personality on innovative work behavior. The possible explanations and limitations are discussed.

Proactive Personality and Innovative Work Behavior: the Mediating Effects of Affective States and Creative Self-Efficacy in Teachers

The purpose of the paper is to explore the relationship between workplace empowerment and employee commitment with quality of work life (QWL) as a mediator in the case of private healthcare employees in India.,The study used a structured questionnaire to collect primary data from 279 employees of private healthcare units in India. AMOS 20 was used to analyse the data.,Results of data analysis confirm that the proposed hypotheses of the study were significant. Structural equation modelling revealed a best-fit model that demonstrated QWL to be a significant partial mediator between workplace empowerment and employee commitment.,This work provides a pragmatic view about the action mechanism through which workplace empowerment can aid in generating commitment among healthcare employees. The paper also offers insights for healthcare managers, administrators and practitioners.,The research is an attempt to integrate the employees as the core long-term assets of the healthcare system. The study establishes the triadic and symbiotic alliance of workplace empowerment, QWL and employee commitment in the novel context of healthcare.

Workplace empowerment, quality of work life and employee commitment: a study on Indian healthcare sector

Purpose




Teacher effectiveness has been a matter of concern not only for the parents and students but also for the policy makers, researchers, and educationists. Drawing from the “self-efficacy” theory (Bandura, 1977), the purpose of this paper is to explore the relationship between teacher self-efficacy and teacher effectiveness. In addition, it explores the role of collaboration among teachers and principal leadership in explaining the above relationship.




Design/methodology/approach




Data were collected from 575 secondary school teachers and 6,020 students representing grade 6-12th from 25 privately owned schools in India. Teacher self-efficacy, collaboration and principal leadership were reported by the teachers whereas effectiveness of each teacher was captured from around ten students each who were taught by the corresponding teacher. Data were analyzed using SEM-PLS.




Findings




Results confirmed a positive association between teacher self-efficacy and the three dimensions of teacher effectiveness, namely, teacher’s delivery of course information, teacher’s role in facilitating teacher-student interactions, and teacher’s role in regulating students’ learning. Results also confirmed that both collaboration and principal leadership are positively related to teacher self-efficacy.




Originality/value




The results of the study indicate that schools need to focus on enhancing self-efficacy of their teachers and give importance to teacher collaboration and principal leadership in order to improve their effectiveness in terms of delivery of instruction, teacher-student interactions, and regulating student learning.

Teacher effectiveness through self-efficacy, collaboration and principal leadership

Using survey data from 364 employees of four mid-sized pharmaceutical companies in India, we tested the relationship between propensity to trust and the three components of organizational commitmen...

Propensity to trust and organizational commitment: a study in the Indian pharmaceutical sector

The purpose of this paper is to examine the effect of work engagement on job crafting and innovativeness in the Indian information technology (IT) industry. The authors also theorized and examined the moderating effect of perceived supervisory support (PSS) and openness-to-experience (OTE) in aforementioned relationships respectively.,The authors base their arguments on the job-demands and resource (JDR) theoretical model and broaden-and-build theory. Field data from 377 working IT professionals were collected using the survey method. The model was tested using partial least squares (PLS) technique.,Results support the main effects hypothesis. The authors find a significant and positive relationship between work engagement and job crafting behavior and innovativeness.,The study makes a reasonable contribution to existing knowledge on work engagement and its outcomes. However, the use of cross-sectional data may constrain causal inferences.,Innovativeness and job crafting behaviors are valuable to most organizations, but more critical in IT organizations. As illustrated in this paper, work-engaged employees display higher levels of innovativeness and job-crafting behavior. These results suggest that IT organizations should focus on work-engagement for better productivity and faster growth.,This study is an attempt towards a better understanding of work engagement and its micro level individual outcomes which have not been examined earlier.

Work engagement, job crafting and innovativeness in the Indian IT industry

The Indian IT and ITES industry has witnessed attrition as high as 15% according to Deloitte Human Capital Consulting in its Compensation Trends Survey 2013-14. Hence, the focus of most organizations in this industry is to reduce the turnover intention of employees ultimately resulting into reduction of actual turnover. Finding out all the factors which contribute to the turnover intention among employees is employers' high priority. The aim of this paper is to find out if job-leisure conflict influences the IT professionals' turnover intention. This paper further examines the relationship between job-leisure conflict, job satisfaction and turnover intention for professionals working in IT service provider organizations in India. It is hypothesized that job satisfaction will mediate the relationship between job-leisure conflict and turnover intention. The proposed model is grounded in the social-exchange theory and ideology of individualization. Data were collected from 173 IT professionals. Findings supported a significant positive relationship between job-leisure conflict and turnover intention and significant negative relationship between job satisfaction and turnover intention. It was also confirmed that job satisfaction plays a mediating role between job-leisure conflict and turnover intention. Implications, potential future research areas are discussed.Key Words: Individualism, Job -leisure conflict, Job satisfaction, Social exchange theory, Turnover intentionINTRODUCTIONAccording to a study conducted by Deloitte Human Capital Consulting (Compensation Trends Survey, 2013-14), the Indian IT sector witnessed attrition rate of 15% in 2013. According to the annual report 2010-2011 of the National Association of Software and Services Companies (NASSCOM), IT services are responsible for 68% of the total revenue generated by Indian IT industry. Confederation of Indian Industry (2011) has also emphasized the impact of IT industry in India. The industry has directly or indirectly employed more than 2.5 million people, making it one of the biggest job providers in India. According to Gupta and Pandit (2010), IT Industry alone saw 18% attrition rate making retention of critical manpower resources a key challenge for organizations. This data makes it worthwhile to explore the possible factors which make an employee quit his or her organization. It is also suggested that IT professionals command a considerable labor market power, which has enabled them to shift organizations rather being stable in a single organization for a long time (Scholarios and Marks, 2004).The after affects of employee turnover are apparently costly in terms of hiring and training a new employee according to the job role. Organizations also have to incur cost in terms of employ ee's deviant behavior an d consequent sub-optimal work performance during his/her growing intention to quit. Thus, this becomes of paramount importance to understand the factors that instigate employees to think about quitting the organization. Further the consistent intention to quit for a longer time may also be detrimental to the organization as this negatively influence other employees, their work performance and anxiety level.Prevailing research has identified the elements that affect employees' decision to quit (Pare and Tremblay, 2000; Chew and Chan, 2008; and Dupre and Day, 2007). Organiz ation comm i tm e n t , organ i z ation c i tiz en s hip b e havior, H R p r a ct i c e s , compensation and negotiation conditions, job satisfaction, autonomy, stress, leadership, distributive justice, work group cohesion, job content and promotional chances (Griffeth, Hom and Gaertner, 2000) are reported as main antecedents of an employee's turnover. Recent literature has also surfaced work-family conflict and family-work conflict as an influencer of employee's intention to quit (Ahuja, Chudoba, Kacmar, McKnight and George, 2007). Karatepe, Kilic and Isiksel (2008) concluded that both work-family and family-work conflicts lead to turnover intention. …

Job-Leisure Conflict, Turnover Intention and the Role of Job Satisfaction as a Mediator: An Empirical Study of Indian IT Professionals [Dagger]

‘Looking fair’ is the desired goal of individuals and organizations. Fairness perceptions of organizational actions, by employees, translate into various favourable work outcomes. For instance, perceptions of fairness, defined as organizational justice, significantly influences attitudinal variables as job satisfaction and organizational commitment. However, the existing literature does not offer complete picture of this influence. In other words, the ‘underlying mechanism’ governing the influence of organizational justice on job satisfaction and organizational commitment is not fully understood. On the basis of extant literature review and arguments grounded in the social exchange theory, and ‘broaden and build’ theory of positive emotions, this study identifies psychological capital (PsyCap) as an explanatory mechanism for the influence of organizational justice on job satisfaction and organizational commitment. The primary objective of this study was to test a theoretical and structural model that hypothesized mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. A survey-based methodology, with standardized scales was used. A pilot study was conducted to test the scale properties. A sample of 440 employees from the Indian service sector industry was drawn. A two-step process of analysis, with AMOS 16, was employed to test the structural model. The scales were assessed and found fit for reliability and validity criteria. Besides examining the significance of indirect effects using the bias-corrected confidence intervals with two-thousand bootstrap samples, the study also applied alternative/nested structural equation models to test the mediation hypotheses. Results are found to be consistent with the stated hypotheses thus confirming the mediation of PsyCap in the influence of organizational justice on job satisfaction and organizational commitment. The findings of this study advance available knowledge on job satisfaction and organizational commitment; and provide impetus to research in this domain by identifying PsyCap as an intervening variable. The study thus extends the application of PsyCap as an organizational variable capable of translating the effect of justice on satisfaction and commitment. It also supports and extends the view of previous researchers that PsyCap is a significant positive organizational behaviour (POB) variable, as it is capable of performance improvement and is open to development.

Ranjeet Nambudiri

Papers

Teacher effectiveness through self-efficacy, collaboration and principal leadership

Propensity to trust and organizational commitment: a study in the Indian pharmaceutical sector

Work engagement, job crafting and innovativeness in the Indian IT industry

Job-Leisure Conflict, Turnover Intention and the Role of Job Satisfaction as a Mediator: An Empirical Study of Indian IT Professionals [Dagger]

How does Organizational Justice influence Job Satisfaction and Organizational Commitment? Explaining with Psychological Capital