Disentangling organizational commitment in hospitality industry: The roles of empowerment, enrichment, satisfaction and gender

The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment by Rebecca L. Jones MS, College of St. Rose, 2003 BS, Champlain College, 1999 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University February 2018 Abstract Business leaders in the accounting/auditing profession have limited knowledge of how employee engagement, employee job satisfaction, and organizational commitment relate to each other. The role of engaged, satisfied, and committed employees is important as globalization allows for unprecedented talent mobility. The purpose of this quantitative correlational study was to examine the relationship between employee engagement, employee job satisfaction, and organizational commitment. The theoretical framework incorporated Emerson’s social exchange theory and Bakker and Demerouti’s job demands-resource theory. The sample included 82 out of 295 members of the Northeast Chapter of the New York State Society of CPAs who work in Albany County, New York. The sample was recruited through a nonrandom purposive sampling method. There is significant association measured between employee engagement and employee job satisfaction (r = .717, p < .001). Additionally, there is a significant association between employee engagement and organizational commitment (r = .702, p < .001). Based on the analysis, there is a significant association between employee job satisfaction and organizational commitment (r = .853, p < .001). The regression model showed that employee engagement and employee job satisfaction, when taken together, were significant predictors of organizational commitment (F(2, 79) = 115.112, p < .0005, R = .745). The implications for positive social change include strategies geared towards increasing engagement and job satisfaction, which in turn influences organizational commitment, resulting in a highly productive workforce and increased profitability.Business leaders in the accounting/auditing profession have limited knowledge of how employee engagement, employee job satisfaction, and organizational commitment relate to each other. The role of engaged, satisfied, and committed employees is important as globalization allows for unprecedented talent mobility. The purpose of this quantitative correlational study was to examine the relationship between employee engagement, employee job satisfaction, and organizational commitment. The theoretical framework incorporated Emerson’s social exchange theory and Bakker and Demerouti’s job demands-resource theory. The sample included 82 out of 295 members of the Northeast Chapter of the New York State Society of CPAs who work in Albany County, New York. The sample was recruited through a nonrandom purposive sampling method. There is significant association measured between employee engagement and employee job satisfaction (r = .717, p < .001). Additionally, there is a significant association between employee engagement and organizational commitment (r = .702, p < .001). Based on the analysis, there is a significant association between employee job satisfaction and organizational commitment (r = .853, p < .001). The regression model showed that employee engagement and employee job satisfaction, when taken together, were significant predictors of organizational commitment (F(2, 79) = 115.112, p < .0005, R = .745). The implications for positive social change include strategies geared towards increasing engagement and job satisfaction, which in turn influences organizational commitment, resulting in a highly productive workforce and increased profitability. The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment by Rebecca L. Jones MS, College of St. Rose, 2003 BS, Champlain College, 1999 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University February 2018 Dedication I would like to dedicate this study to my husband, my mom, family, and friends. If it were not for their patience and support, this academic achievement would not have been possible. Acknowledgments Thank you to my loving husband, Bertram Jones, for always supporting and encouraging me through the crying fits from frustration and for talking me out of throwing in the towel on multiple occasions. I would not have become Dr. Jones if it were not for you and the encouraging words. Thank you to all my family and friends for being there throughout this process. You would ask multiple times if it was worth it, and now I can say it was. I would like to also acknowledge and thank my chair, Dr. Mary Dereshiwsky. The knowledge and guidance she provided was invaluable throughout this process. I would also like to thank my committee members, Dr. Jamiel Vadell and Dr. Cheryl Lentz, for their patience, insights, and feedback. Without all of us working together, this doctoral study would not have been possible.

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The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment

This study aims to analyze the effect of transformational leadership on Organizational commitment through job satisfaction and employee engagement as mediating variables. Furthermore, as many as 112 nurses are involved as respondents, and the data are gathered with self-rating questionnaire. The Data are analyzed by using structural equation model. The confirmatory factor analysis shows that all questions in the instruments are valid and reliable. The research indicates that transformational leadershippositively and significantly affects on job satisfaction and employees’ engagement, but it does not have a direct effect on organizational commitment. Therefore, it is concluded that transformational leadership has a positive effect on organizational commitment mediated by job satisfaction and employee engagement.

https://trijurnal.lemlit.trisakti.ac.id/jasa/article/download/6290/5897

Transformational leadership positive influence toward employee engagement through job satisfaction and its effect on improving organizational commitment

The purpose of the study was to determine the effect of career development, compensation, work environment and satisfaction on work engagement in the Employees of the City Government of Bukittinggi. This type of research is explanatory. The population of this study is the employees of the City Government of Bukittinggi. The sample in this study were 200 respondents. The research instrument was a questionnaire distributed to respondents. Data analysis using SEM AMOS. The results of this study career development, compensation, work environment and satisfaction has a positive and signicant effect on work engagement in the Employees of the City Government of Bukittinggi.

The Effect of Career Development, Compensation, Work Environment and Job Satisfaction on Work Engagement

Burnout in accounting is a significant problem that has numerous impacts on organizational effectiveness. Job burnout is the result of prolonged exposure to workload pressure and excessive job demands. As accounting professionals work in a fast-paced and regulated environment, it is important to better understand whether burnout is related to job dissatisfaction within the industry. Employee dissatisfaction can adversely affect organizational change, impacting job performance, turnover intentions, and work attitudes. Organizations need to recognize the negative impacts of burnout in accounting and address ways to increase job satisfaction and workplace productivity. The purpose of this quantitative research was to investigate the relationship between perceived burnout and job satisfaction in Certified Public Accountants (CPAs) in California. Survey data were collected using Maslach’s Burnout Inventory and the Minnesota Satisfaction Questionnaire, and correlational analysis was used to examine the relationship between the three dimensions of burnout and job satisfaction. The results of this research support earlier research, indicated by a statistically significant negative relationship between exhaustion and job satisfaction, and also between cynicism and job satisfaction. The results further indicated a statistically significant positive relationship between perceived professional efficacy and job satisfaction. This research may encourage organizational leaders to implement business policies that promote human resource management practices designed to alleviate burnout, improve job satisfaction, and promote retention of CPAs.

/pdf/a-quantitative-examination-of-the-relationship-between-6bun7zj2xr.pdf

A Quantitative Examination of the Relationship between Perceived Burnout and Job Satisfaction in Certified Public Accountants

Organizational commitment is the employee involvement and loyalty to an organization, and it is gaining more importance in today’s changing business environment. This research has considered two intangible factors affecting it, which are: job satisfaction and work engagement. An empirical study was conducted to validate the variables’ relationship to organizational commitment, and the results indicated that both constructs have a positive impact on the dependent variable.

The Effect of Job Satisfaction and Work Engagement on Organizational Commitment

E-participation is a major part of e-government initiatives; it is a window through which governments interact with their citizens and allow for a healthier democratic environment. In addition, e-participation is one of the main elements in the free democratic world that is receiving growing interest by governments, through implementing Information and Communication Technologies (ICTs) to involve citizens. This chapter sheds light on different aspects of e-participation; it views a three dimensional picture of e-participation theories and concepts, presents a number of real life examples for successful e-participation initiatives, and ends with an example of how to measure an e-participation initiative and evaluate its success.

Rasha A. Abu Shamaa

Papers

The Effect of Job Satisfaction and Work Engagement on Organizational Commitment

E-Participation: A Way for Creating Public Value