Exploring the Relationships among Locus of Control, Work Enthusiasm, Leader-member Exchange, Organizational Commitment, Job Involvement, and Organizational Citizenship Behavior of High-tech Employees in Taiwan

Abstract

Due to the rapid development of information technology and global economic competition, high-tech companies face more fierce competitive pressure. If a corporation wants to better compete against his competitors, it would need many highly-qualified workforce to devote all their efforts and resources to solve difficult problems and to achieve organizational goals. Most excellent high-tech companies have devoted many resources to retain qualified and competent employees and to motivate them to increase their performance. However, many high-qualified employees often quit their jobs and then work for other companies. Therefore, it is critical to better understand the important factors influencing employees' organizational commitment, job involvement, and organizational citizenship behavior. According to literature review and interviews with 5 HR managers, the study applied different theories and empirically investigated on the factors that affect organizational commitment, job involvement, and organizational citizenship behavior by integrating locus of control, work enthusiasm, and leader-member exchange into the theoretical model. Data were collected from 201 employees at 6 high-tech companies located in the Hsinchu Science Park, Taiwan. The partial least squares approach was used to evaluate the explanatory power and causal links of the model. Analytical results indicate that leader-member exchange had a significant effect on organizational commitment and job involvement. Work enthusiasm had a direct effect on organizational commitment and job involvement. Locus of control had a direct effect on organizational commitment. Further, organizational commitment and job involvement both influence organizational citizenship behavior. The future research and practical implications of the findings are discussed.

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

“…Smart PLS has evolved into a powerful tool for investigating random models with multiple constructs and indicators (Chinomona and Dubihlela 2014). According to Hsia and Tseng (2015), PLS is better suited to research areas where Linear Structural Relations (LISREL) does not improve the theory. Smart PLS is suitable for small sample sizes and facilitates both exploratory and confirmatory testing.…”

Relationship Between Locus of Control and Organizational Commitement (Study on Employee of Multifinance Company PT.X Makassar Branch)

“…This is supported by Robbins' opinion [9] that the locus of control is an important variable that can explain human behavior in organization and one of them is organizational commitment. Organizational commitment has a significant relationship with the locus of control [4] [9]. The direction of this study is also in Furnham, et al, (1994); Kinicki and Vecchio (1994) cited [2] are individualized with the tendency of the internal locus of control to have higher organizational commitment than the external control locus.…”

“…Research related to organizational commitment with locus of control has been done by several researchers. Organizational commitment has a significant relationship with the locus of control [4] [9].…”

“…Locus of control is defined as the perception of individuals in generalizing what they get in life (such as reward, reinforcement, or outcomes) due to control of their actions (internality) or controlled by others or things that he can not control (externality) [11]. Some research results such as Hsia and Tseng (2015) and Rachim, et al (2016) states that employees with an internal locus of control tendency will have higher organizational commitment than employees with an external locus of control tendency. However, one study stated differently, she stated that employees with an external locus of control tendency have higher organizational commitment than employees with a tendency of internal locus of control [6].…”

Antecedents towards employees’ harmonious habitation of the environment and workplace environment-friendly behaviour: a case of Johannesburg employees within small and medium enterprises (SMES)

“…Smart PLS has emerged as a powerful approach to study casual models involving multiple constructs with multiple indicators (Chinomona & Dubihlela 2014). According to Hsia and Tseng (2015) PLS is more appropriate in research areas where theory is not as well developed as that demanded by LISREL. In addition, Smart PLS supports both exploratory and confirmatory research, is robust to deviations for multivariate normal distributions, and is good for small sample size (Hair, Ringle & Sarstedt 2013).…”