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Article
Publication date: 23 March 2010

Gboyega Adio and S.O. Popoola

The purpose of this paper is to examine the dissatisfaction of library users and the manager of each federal university library vis‐à‐vis the complaint of the librarians working…

3226

Abstract

Purpose

The purpose of this paper is to examine the dissatisfaction of library users and the manager of each federal university library vis‐à‐vis the complaint of the librarians working in those libraries on inadequate funding, lack of promotion, poor condition of service and lack of recognition which affected their career commitment.

Design/methodology/approach

Questionnaires were used to gather data from a population of 381 librarians in the 24 federal university Libraries in Nigeria. A total of 363 of them responded and their questionnaires were found to be valid for analysis. The response rate achieved was 95.3 percent.

Findings

The study found that job satisfaction has significant influence on career commitment of librarians working in the federal university libraries (F (9; 352) = 11.058, p < 0.05). The study also revealed that demographic variables and job satisfaction accounted for 20 percent (adj. R2 = 0.2000) in variability of career commitment of the respondents.

Research limitations/implications

The study ought to have generated data on demographic variables and job satisfaction as they affect career commitment of library paraprofessionals (library officers, library attendants and assistants) since they all carry essential library function.

Practical implications

It is recommended that the library administrators and the managers of the university libraries should consider the demographic variables and job satisfaction of librarians when planning and making decisions on their career commitment.

Social implications

The library managers and administrators in federal university libraries in Nigeria should formulate job satisfaction policies such as adequate provision of working facilities, provision of conducive working environment, work incentives (car loan, housing loan, study leave allowance, etc) for improving career commitment of their librarians.

Originality/value

The paper provides valuable information on the career commitment of librarians in federal university libraries in Nigeria.

Details

Library Review, vol. 59 no. 3
Type: Research Article
ISSN: 0024-2535

Keywords

Article
Publication date: 1 June 2006

Jui‐Chen Chen, Colin Silverthorne and Jung‐Yao Hung

To further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational commitment

18088

Abstract

Purpose

To further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational commitment and communication have been studied extensively but little attention has been paid to the relationship between them and other organizational variables such as job performance and stress. Also, differences between employees either in managerial or full time accounting positions and between respondents from the USA and Taiwan were evaluated.

Design/methodology/approach

Differences and relationships were assessed using standardized and valid instruments measuring four organizational variables in Taiwan and the USA.

Findings

No country level difference in stress and communication levels were found but organizational commitment and performance levels were higher in the USA. At the same time, higher levels of organizational communication led to higher levels of organizational commitment and job performance in both countries. Rather surprisingly, stress levels were not found to be related to either organizational communication or job performance. Further, the only measure that indicated a difference between those in managerial and full time accounting positions was work performance which was higher for those doing full time accounting.

Practical implications

The results are discussed in terms of their importance and implications for organizations, particularly those utilizing employees with professional training and operating in different cultures. The finding that stress levels were not reduced by increased organizational communication and had little impact on job performance suggests that in the accounting field stress may play a different role than it does in other professions.

Originality/value

Furthers our understanding on the impact of organizational communication and commitment on job stress and performance.

Details

Leadership & Organization Development Journal, vol. 27 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 15 December 2022

Luqman Oyekunle Oyewobi

This study aims to explore the relationship between three primary constructs: leadership styles, job satisfaction and organizational commitment among private-practice quantity…

1039

Abstract

Purpose

This study aims to explore the relationship between three primary constructs: leadership styles, job satisfaction and organizational commitment among private-practice quantity surveyors in the Nigerian construction industry.

Design/methodology/approach

A questionnaire survey of 127 quantity surveying consultancy firms in Abuja was conducted using a quantitative research approach. A total of 76 acceptable questionnaires were returned from a total of 127 that were distributed, giving a response rate of approximately 60%. The data were analyzed using partial least square structural equation modelling.

Findings

Results showed a positive indirect link between leadership styles and organizational commitments, with job satisfaction acting as a partial mediator. It was also found through importance–performance map analysis, which is crucial for prioritizing managerial actions, that an employee’s commitment to a task is strongly influenced by that person’s level of job satisfaction.

Research limitations/implications

The study is quantitative and cross-sectional in nature, collecting information from a single source within an organization. A longitudinal strategy and a mixed methods approach should be used in future research.

Practical implications

Superiors/principal partners should make an effort to demonstrate a comprehensive understanding of leadership styles that is capable of enhancing job satisfaction and creating pleasant interaction in the work environment to increase the commitment of employees working in quantity surveying consultancy businesses.

Originality/value

As far as the author is aware, this study is one of the few to examine the impact of job satisfaction as a mediator between organizational commitments and leadership styles in the Nigerian construction industry. Furthermore, the study provides the basis for further discussion of the concepts offered in the paper.

Details

Journal of Facilities Management , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1472-5967

Keywords

Article
Publication date: 21 May 2019

Mohammad Olfat, Gholam Ali Tabarsa, Sadra Ahmadi and Sajjad Shokouhyar

The purpose of this paper is twofold: first, to document that employees’ use of social networks (SNs) does not necessarily bring negative consequences and can indirectly benefit…

Abstract

Purpose

The purpose of this paper is twofold: first, to document that employees’ use of social networks (SNs) does not necessarily bring negative consequences and can indirectly benefit organizations and second, to compare the roles of public SNs and enterprise social networks (ESNs) in bringing benefits to organizations. Consequently, this study, on the basis of stimulus‒organism‒response theory, directly investigated and compared the roles of public SNs and ESNs in promoting employees’ organizational commitment from affective, normative, and continuance dimensions with regard to the mediating role of job satisfaction.

Design/methodology/approach

For this purpose, 240 employees of Asia-Tech Company, one of the high-speed internet service providers in Iran, who had joined Skype for Business ESN, were included in this study. Partial least squares (PLS) method was used to examine the validity of the measurement and structural models. To this end, Warp-PLS software (version 5.0) was employed.

Findings

The results of the study suggested that public SNs have a positive impact on affective and normative commitment; however, no significant impact was observed for continuance commitment. ESNs directly affect none of the dimensions of organizational commitment. Although both types of SNs have impacts on job satisfaction, the greater impact was found for the public SNs. Job satisfaction also has a positive effect on all three dimensions of organizational commitment.

Originality/value

To the best of authors’ knowledge, no study has directly investigated and compared the roles of ESNs and public SNs in promoting organizational commitment from affective, continuance and normative dimensions with regard to the mediating role of job satisfaction. The most important theoretical contribution of the present research was to document that the employees’ use of SNs does not necessarily entail the waste of resources and has various advantages, such as strengthening organizational commitment (in affective, normative and continuance dimensions) and job satisfaction. In fact, this study disclosed the bright side of SNs in the workplace.

Details

Journal of Enterprise Information Management, vol. 32 no. 3
Type: Research Article
ISSN: 1741-0398

Keywords

Article
Publication date: 1 June 2011

Duan‐Rung Chen, Robert Myrtle, Caroline Liu and Daniel Fahey

While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job

2358

Abstract

Purpose

While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job satisfaction, organizational commitment and career commitment are not clearly understood. This study seeks to clarify whether these antecedents have an effect independent of job satisfaction on career commitment or whether these antecedents are mediated by job satisfaction.

Design/methodology/approach

In total, 2,799 questionnaires were mailed out to members of the American College of Healthcare Executives (ACHE). The responses received were 643 (22.9 percent) and after eliminating retirees or students, a sample of 456 respondents currently employed in the health care industry was obtained. Path analysis was conducted to test the hypothetical relationships between work situation, career experiences and career commitment.

Findings

It was found that job satisfaction mediated the influences of job tenure and career pattern on career commitment. Job satisfaction partially mediated the influences of perceived job security and one's satisfaction with career on career commitment. Both of these measures had a direct influence on career commitment. Career experience such as sector change was also positively associated with career commitment.

Research limitations/implications

While the research offers some insights into the factors affecting the career commitment of health care executives, the sample was limited to respondents who were members of the American College of Healthcare Executives, and thus may not represent the views of all managers in the health care sector.

Practical implications

To retain high‐valued health care workers it is important that an organization has a work environment that enhances their commitment to their occupation as well as their careers.

Originality/value

This study clarifies the influence of job satisfaction on the career commitment of health care managers during a very dynamic period.

Details

Journal of Health Organization and Management, vol. 25 no. 6
Type: Research Article
ISSN: 1477-7266

Keywords

Article
Publication date: 12 October 2015

Hyun-Woo Joung, Ben K. Goh, Lynn Huffman, Jingxue Jessica Yuan and James Surles

The purpose of this study is to investigate the relationships between internal marketing practices, employee job satisfaction, organizational commitment and turnover intention in…

3883

Abstract

Purpose

The purpose of this study is to investigate the relationships between internal marketing practices, employee job satisfaction, organizational commitment and turnover intention in the foodservice industry.

Design/methodology/approach

The target population was employees who were currently working at a restaurant in the USA. All respondents were recruited from different states for the generalization of the study results. A confirmatory factor analysis validated the measurement model, and subsequently, structural equation modeling tested the proposed model.

Findings

Three internal marketing practices – vision, development and rewards – were good indicators for predicting employee job satisfaction, and two internal marketing practices – development and rewards – in addition to job satisfaction were significant predictors for employee organizational commitment. Finally, the findings indicated that job satisfaction and affective commitment had a significant impact on lowering employee turnover intention.

Research limitations/implications

In further research, more internal marketing practices – such as employee motivation, customer orientation, sharing information, employee empowerment – can be added to the model to increase employee job satisfaction and organizational commitment.

Practical implications

Foodservice operators should focus on internal marketing practices to have satisfied employees who, in turn, are more likely to deliver high service quality to customers.

Originality/value

This study has not only extended the influential scope of the internal marketing theory to organizational commitment, but has also proposed the antecedents of organizational commitment (i.e. internal marketing practices and employee job satisfaction) and clarified the relationships among them.

Details

International Journal of Contemporary Hospitality Management, vol. 27 no. 7
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 29 July 2014

Talat Islam, Saif Ur Rehman Khan, Ungku Norulkamar Bt. Ungku Ahmad, Ghulam Ali and Ishfaq Ahmed

The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective…

1244

Abstract

Purpose

The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective organizational commitment and turnover intention, as very little has been conducted in this regard.

Design/methodology/approach

A quantitative research design was used via a questionnaire among 412 Malay-Chinese working in the banking and insurance sector of Malaysia.

Findings

OLC and PE were found to influence positively on job satisfaction and affective commitment, but negatively on turnover intention. In addition, job satisfaction was found to perform the role of mediator.

Research limitations/implications

The study used self-reported data based on cross-sectional survey.

Practical implications

OLC and PE were found to influence affective commitment and turnover intention directly and indirectly, providing an avenue of approach for managers to retain their key employees.

Originality/value

The paper examines OLC and PE as antecedents of employees’ attitudes (i.e. job satisfaction, affective commitment and turnover intention), neglected variables along with the mediation of job satisfaction.

Details

Journal of Asia Business Studies, vol. 8 no. 3
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 27 April 2012

Davis M. Robinson and Thomas G. Reio

The aim of this study was to investigate the relationship between mentoring, job satisfaction and organizational commitment among African‐American males.

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Abstract

Purpose

The aim of this study was to investigate the relationship between mentoring, job satisfaction and organizational commitment among African‐American males.

Design/methodology/approach

An online questionnaire was completed by 359 African‐American males in a business setting.

Findings

Job satisfaction and organizational commitment were higher for those who were being mentored versus those who were not. The multiple regression results suggested mentoring was a statistically significant predictor of job satisfaction and organizational commitment. Further, the relation between mentoring and organizational commitment was mediated by job satisfaction.

Research limitations/implications

Current organizational research is limited, in that it tends to focus on majority culture where findings can be inappropriately generalized to minority groups. Future mentoring research should include more minorities that can provide a new window for interpreting the contributions of minorities to organizational competitiveness.

Practical implications

Mentoring programs should be continued and/or expanded upon to reduce the likelihood of poor job satisfaction and organizational commitment for African‐American males.

Social implications

Organizations through their human resource efforts can contribute to the learning and development of African‐American males and other minorities by designing and implementing quality mentoring programs. Such programs could lessen the likelihood of costly under‐performance and turnover.

Originality/value

This is one of the relatively few organizational studies designed specifically for a minority group. The results have implications for how human resource professionals and managers might improve mentoring experiences for minorities.

Details

Journal of Managerial Psychology, vol. 27 no. 4
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 1 March 2004

Yvonne Brunetto and Rod Farr‐Wharton

There is an assumption that the implementation of managerialism within public sector organisations has improved the efficiency and effectiveness of their management of processes…

3550

Abstract

There is an assumption that the implementation of managerialism within public sector organisations has improved the efficiency and effectiveness of their management of processes and the outcome achieved. The aim of this pilot study was to compare the impact of changes post managerialism to organisational processes on outcomes for different types of employees. The findings suggest that the implementation of managerialism within the Australian public sector organisation has been significantly different depending on the type of employee examined. The implications for management in general are that most of the outcomes were counterintuitive and further research is required to examine the impact of the implementation of managerialism within different types of public sector organisations.

Details

Management Decision, vol. 42 no. 3/4
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 21 December 2021

Saroja Kumari Wanigasekara, Muhammad Ali and Erica French

Networking behaviours are important for a range of work outcomes. Little empirical evidence of how internal vs external networking behaviours influence job commitment and job

Abstract

Purpose

Networking behaviours are important for a range of work outcomes. Little empirical evidence of how internal vs external networking behaviours influence job commitment and job performance exists and whether political skills moderate these relationships. Using theories of social capital and personal initiative, this study examines the effect of internal and external networking behaviours on job commitment and job performance in the context of political skills.

Design/methodology/approach

Based on a sequential mixed-method research design with a four-month time lag, Study 1 data on networking behaviours, political skills and work outcomes were collected via a survey of middle managers and their supervisors from ten private sector organisations operating in Sri Lanka. Study 2 data were collected via interviews of a set of middle managers and their supervisors.

Findings

Study 1 findings indicate a positive relationship between internal networking behaviours and both job commitment and job performance. The authors also found a moderating effect of political skills on internal networking behaviours and job commitment. Study 2 findings explained, strengthened and extended results of Study 1.

Practical implications

Middle managers can use these research findings to understand how internal networking behaviours improve their job commitment and job performance. These managers can use their political skills and internal networking behaviours to improve their job commitment. They can also advance their career through improved job commitment and job performance. Senior managers and human resource managers should facilitate and encourage internal networking behaviours. Training and development managers should develop middle managers' networking behaviours and political skills.

Originality/value

This study provides pioneering evidence of how internal networking behaviours impact middle managers' job performance and job commitment, and how internal networking behaviours improve job commitment for middle managers with high political skills.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 9 no. 2
Type: Research Article
ISSN: 2051-6614

Keywords

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