An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India

Namasivayam, Karthik; Zhao, Xinyuan

doi:10.1016/j.tourman.2006.09.021

Cited by 206 publications

(164 citation statements)

References 56 publications

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“…Namasivayama and Zhaob (2007) enhance evidence to the organizational commitment impact on job satisfaction (Yang, 2009). …”

Section: Job Attitudesmentioning

confidence: 99%

The Effects of Organizational Cynicism on Job Attitudes an Empirical Study on Teaching Hospitals in Egypt

Nafei¹

2013

IBR

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The present study examines the effects of organizational cynicism on two dimensions of job attitudes (organizational commitment and job satisfaction). Over the years, much work has been done by researchers who focused on organizational commitment and job satisfaction. Drawing on the literature review, there are some studies regarding organizational cynicism. In Egypt, limited research has been conducted, but the present study attempts to find out whether there is a relationship between organizational cynicism and job attitudes. Teaching Hospitals in Egypt were our subject matter from 2012/9 through 2013/2, to be a pioneering study on organizational cynicism and its effect on job attitudes. This survey-type research is descriptive in terms of the data collection. The present study investigates the attitudes of employees in regards to organizational cynicism, organizational commitment, and job satisfaction. Ultimately, it elucidates the effect of organizational cynicism on job attitudes. Three groups of employees at Teaching Hospitals in Egypt were examined. Three hundred and fifty seven questionnaires were distributed and 297 usable questionnaires were returned, a response rate of 83%. The results reveal that there are differences among the three groups of employees based upon their evaluative attitudes towards organizational cynicism, organizational commitment and job satisfaction. The present study provides a number of recommendations for managers and practitioners to consider. Finally, the implications of this study are discussed.

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“…Namasivayama and Zhaob (2007) enhance evidence to the organizational commitment impact on job satisfaction (Yang, 2009). …”

Section: Job Attitudesmentioning

confidence: 99%

The Effects of Organizational Cynicism on Job Attitudes an Empirical Study on Teaching Hospitals in Egypt

Nafei¹

2013

IBR

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“…While Meyer, Stanley, Herscovitch, and Topolnytsky (2002) found a weak correlation between affective commitment and job satisfaction, much of the research has focused on job satisfaction's impact on organizational commitment (Testa, 2001). However, Namasivayam and Zhao (2007), and Yousef (2000) have found that organizational commitment can lead to job satisfaction. Accordingly, and in line with the extant literature, the following hypotheses are proposed:…”

Section: Organizational Commitment and Job Satisfactionmentioning

confidence: 99%

Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus

2014

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h i g h l i g h t sWe investigate job satisfaction, involvement, organizational commitment and turnover intentions. Affective and normative organizational commitment, have positive associations with job satisfaction. Affective organizational commitment and satisfaction have negative associations with turnover. A negative association between intrinsic job satisfaction and turnover intention cannot be supported. a r t i c l e i n f o t r a c tThe study of attitudes at work seeks to enhance organizational knowledge and capabilities in developing an 'ideal' working environment that delivers exceptional customer service. The current study investigates the causal relationships of job involvement, organizational commitment (normative and affective), and job satisfaction (intrinsic and extrinsic), with the intention of hospitality employees in Cyprus to either remain at or leave their job. Utilizing structural equation modeling, positive associations were found between job involvement, affective and normative commitment, and intrinsic job satisfaction. Positive associations between affective and normative organizational commitment, and intrinsic and extrinsic job satisfaction were also found. In addition, negative associations between affective organizational commitment, extrinsic job satisfaction and turnover intention were revealed. However, a negative association between intrinsic job satisfaction and turnover intention was not supported. The implications of these results for future research are also discussed.

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“…Relationship between work-family conflict and job satisfaction: Many researchers have demonstrated a significant negative correlation between work-family conflict and job satisfaction [20][21][22][23][24][25][26] . Similarly, in a more recent study, Yildirim and Aycan [27] reported that work-family conflict decreased employees' job satisfaction.…”

Section: H2mentioning

confidence: 99%

The Mediating Effect of Work-Family Conflict on the Relationship Between Locus of Control and Job Satisfaction

Ngah¹,

Ahmad²,

Baba³

2009

J. of Social Sciences

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Problem statement: Based on the literature review, few studies have tested the mediating effect of work-family conflict on the relationship between locus of control and job satisfaction. Approach: This study tested a mediation model consisting of job satisfaction as the dependent variable, locus of control as the independent variable and work-family conflict as the mediator. Data were gathered from 159 single mother employees, aged 45 and below and having at least one child, using self-administered questionnaires. The data were analyzed using correlation and multiple regression analyses. Results: Results of correlation analysis revealed that locus of control was related to work-family conflict and job satisfaction and work-family conflict was related to job satisfaction. Results of a series of multiple regression analyses indicated that work-family conflict partially mediates the relationship between locus of control and job satisfaction. During the screening process of potential recruits, employers should take into consideration locus of control as one of the important dispositional characteristics of candidates. Employers should look into the possibility of designing training programmes to assist employees in taking more control of events in their work situations. Conclusion: Single mother employees who believe that they are in control of the events that happen in their lives seem to be more satisfied with their jobs and seem to experience less work-family conflict.

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An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India

Cited by 206 publications

References 56 publications

The Effects of Organizational Cynicism on Job Attitudes an Empirical Study on Teaching Hospitals in Egypt

The Effects of Organizational Cynicism on Job Attitudes an Empirical Study on Teaching Hospitals in Egypt

Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus

The Mediating Effect of Work-Family Conflict on the Relationship Between Locus of Control and Job Satisfaction

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