A Mediation Effect of Job Satisfaction and Affective Commitment in Relationship Between Passion and Work Intentions after Retirement
13 May 2019-Vision: The Journal of Business Perspective (SAGE Publications)-Vol. 23, Iss: 2, pp 197-207
TL;DR: In this paper, the authors examined the multilevel sequential mediating role of job satisfaction and affective commitment in the role of work after retirement, and identified an intention towards work after retiring.
Abstract: The aim of this study is to identify an intention towards work after retirement. This article examines the multilevel sequential mediating role of job satisfaction and affective commitment in the r...
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01 Jul 1973
Abstract: 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)
497 citations
TL;DR: Wang et al. as mentioned in this paper examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and whether the mediating role was moderated by affective commitment.
Abstract: With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and whether the mediating role was moderated by affective commitment. We surveyed 358 Chinese primary and secondary school principals using the Work-Family Conflict Scale, Job Satisfaction Scale, Affective Commitment Scale, and Work Engagement Scale. The results revealed that there is a significant negative correlation between work-family conflict and primary and secondary school principals' work engagement, and this relationship was partially mediated by job satisfaction. Moreover, affective commitment played a moderating role in the relationship between job satisfaction and work engagement. Specifically, the relationship between job satisfaction and work engagement was significant for primary and secondary school principals with high and low affective commitment. The current study contributes to a better understanding of the relationship between work-family conflict and work engagement.
9 citations
01 Jan 2012
TL;DR: In this article, the mediating effect of job satisfaction between job factors (pay, promotion opportunities, supervision and work-schedule flexibility) and organizational commitment was examined, and job satisfaction was found to be a strong mediator in the relationship between job related factors and organizational commitments.
Abstract: The paper examines the mediating effect of job satisfaction between job factors (pay, promotion opportunities, supervision&work-schedule flexibility) and organizational commitment. In all 310 responses were generated from teachers of management institutes located in India through a self-administered questionnaire. SEM in LISREL was used to analyze data. Path analysis of the structural model revealed that pay satisfaction and workschedule flexibility have a positive relationship with job satisfaction and organizational commitment. Satisfaction with supervision was positively correlated to job satisfaction. Job satisfaction was found to be a strong mediator in the relationship between job related factors and organizational commitment. The study is unique in the sense that it is conducted in the context of management institutes in India. Keeping in mind the fact that there is acute shortage of teaching staff in management institutes in India, the present study is both relevant and purposeful.
1 citations
TL;DR: In this paper, the authors examine job satisfaction and motivation in influencing the normative commitment of the principal and find that job satisfaction has a positive direct effect on normative commitment, while work motivation has a negative effect on work motivation.
Abstract: The main purpose of this study is to examine job satisfaction and motivation in influencing the normative commitment of the principal. This research tries to answer the problem of organizational commitment issues, specifically normative commitment refers to a feeling of obligation to continue working with more evidence of satisfaction, and work motivation. This research uses a quantitative approach with a survey method. The population of this study was all 117 high school principals in DKI Jakarta Province. The number of samples was 90 principals using the Slovin formula. Data collection using questionnaires that were analyzed descriptively and path analysis. Hypothesis testing research shows that: (1) job satisfaction has a positive direct effect on normative commitment; (2) work motivation has a positive direct effect on normative commitment; (3) job satisfaction has a positive direct effect on work motivation. Therefore, to increase the obligations of the principal in a sustainable organization requires satisfaction, and work motivation.
1 citations
11 Apr 2021
TL;DR: In this article, intelligent agents are proposed and validated to reduce the cost of a decentralized distribution planning process for development for multiple echelons, multiple products and multiple intervals in the supply chain.
Abstract: Under the assumptions of complete sharing of information between organizational departments and the presence of an independent decision making authority for the entire supply chain, previous supply chain research highlights centrally controlled models. Due to information privacy, most of the facilities in the supply chain are functionally centralized in exercise. Collaboration between these functional units is most important for responding to rapid changes in customer requirements and for resolving conflicts. Intelligent Agent Systems have been shown to be effective in achieving collaboration and effective communication in the environment of distributed decision making. In this paper, intelligent agents are proposed and validated Reducing cost of a decentralized distribution planning process for development for multiple echelons, multiple products and multiple intervals.
References
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TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
52,531 citations
"A Mediation Effect of Job Satisfact..." refers background in this paper
...The problem of common method variance may affect the results of the study because this was based on the cross-sectional survey (Podsakoff et al., 2003)....
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Book•
01 Jan 2014
TL;DR: The Second Edition of this practical guide to partial least squares structural equation modeling is designed to be easily understood by those with limited statistical and mathematical training who want to pursue research opportunities in new ways.
Abstract: With applications using SmartPLS (www.smartpls.com)—the primary software used in partial least squares structural equation modeling (PLS-SEM)—this practical guide provides concise instructions on how to use this evolving statistical technique to conduct research and obtain solutions. Featuring the latest research, new examples, and expanded discussions throughout, the Second Edition is designed to be easily understood by those with limited statistical and mathematical training who want to pursue research opportunities in new ways.
13,621 citations
"A Mediation Effect of Job Satisfact..." refers background in this paper
...Hair et al. (2017) stated that the value of standardized outer loadings should be 0.708 or closer....
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...Hair et al. (2017) stated that the value of composite reliability should be equal to or greater than 0.60 and less than 0.6 shows that there is no internal consistency....
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...that the half of the variance of the indicators are explained by the construct (Hair et al., 2017)....
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...In order to assess the indicator reliability, the value of the square of standardized indicator’s outer loading should be equal to 0.5 (Hair et al., 2017)....
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...The value of indicators outer loading with their constructs should be greater than any of its cross-loadings (Hair et al., 2017)....
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Book•
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15 Jan 1964
TL;DR: In this paper, the authors integrate the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance, including motivation, goal incentive, and attitude.
Abstract: Why do people choose the careers they do? What factors cause people to be satisfied with their work? No single work did more to make concepts like motive, goal incentive, and attitude part of the workplace vocabulary. This landmark work, originally published in 1964, integrates the work of hundreds of researchers in individual workplace behavior to explain choice of work, job satisfaction, and job performance. Includes an extensive new introduction that highlights and updates his model for current organization behavior educators and students, as well as professionals who must extract the highest levels of productivity from today's downsized workforces.
11,986 citations
"A Mediation Effect of Job Satisfact..." refers background in this paper
...According to Vroom (1964), it is ‘the positive orientation of the individual towards the presently occupying role’, while Hackman and Oldham (1975) defined it as ‘the degree to which the employee is satisfied and happy with his job’....
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TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.
Abstract: Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to commitment based on the costs that employees associate with leaving the organization. Finally, the normative component refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.
10,654 citations
"A Mediation Effect of Job Satisfact..." refers background in this paper
...Allen and Meyer (1990) presented a three-component model (affective, normative and continuance) of organizational commitment....
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TL;DR: In this paper, the authors go beyond the existing distinction between attitudinal and behavioral commitment and argue that commitment, as a psychological state, has at least three separable components reflecting a desire (affective commitment), a need (continuance commitment), and an obligation (normative commitment) to maintain employment in an organization.
9,212 citations
"A Mediation Effect of Job Satisfact..." refers background in this paper
...Affective commitment is considered to be a more favourable than other types of organizational commitment measures (i.e., continuance and normative), which refers to belongings, feelings and a sense of attachment to the organization (Meyer & Allen, 1991)....
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