Family-Friendly Human Resource Practice, Organizational Commitment, and Job Performance among Employees: The Mediating Role of Workplace Spirituality

Ke, Jianglin; Deng, Xiuting

doi:10.4236/jhrss.2018.61028

Cited by 14 publications

(10 citation statements)

References 21 publications

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“…Using the meta-analysis completed by other researchers (among others, Meyer et al , 2002; Darwish, 2003; Choi et al , 2015; Kabins et al , 2016), their results revealed a positive relationship with the affective dimension, while the other dimensions studied presented low levels of relationship. On the other hand, recent studies (among others, Takamatsu and Yamaguchi, 2018; Ke and Deng, 2018; Shahid and Zain, 2018; Mackay, 2018) confirm the one-dimensionality of this construct.…”

Section: Discussionmentioning

confidence: 79%

“…Some important aspects and characteristics considered in this model should be noted: (1) a strong belief and acceptance of the aims and values of the organization; (2) a will to exercise considerable effort in the name of the organization; and (3) a defined wish to continue being a member of the organization so that affective adherence is emphasized (Mowday et al , 1979). As we have said before, other empirical studies use the one-dimensional model of organizational commitment as their reference (among others, Darwish, 2003; Ke and Deng, 2018; Takamatsu and Yamaguchi, 2018; Shahid and Zain, 2018) because it has suitable characteristics that are applicable in the business reality of economic globalization. From this point of view, the commitment would only really have an aspect related to the emotional and affective attachment to the organization someone works in.…”

Section: Literature Reviewmentioning

confidence: 99%

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Analysis of organizational commitment in cooperatives in Ecuador

Hidalgo‐Fernández

Mero

Alcívar

et al. 2020

JMD

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PurposeThe objective of this research is to analyse the affective organizational commitment in cooperatives in Ecuador. This was done by adapting and testing a measurement scale based on the one-dimensional model proposed by Porter.Design/methodology/approachField work was carried out, with a structured questionnaire being given to a significant sample of workers in Ecuadorian cooperatives (2,499 employees and heads of department). The scale was adapted through a structural equation model.FindingsThe results show that the adaptation of the measuring scale for affective organizational commitment using a one-dimensional vision is consistent for the cooperative sector. In addition, the analysis of the socio-demographic variables and the work position show that some of them have a statistically significant relationship with organizational commitment.Practical implicationsThe proposed scale can contribute to the management of human capital in cooperatives in Ecuador. It can also be used as a tool to support the national agency in charge of the cooperative sector in this country (Superintendencia de Economía Popular y Solidaria, “Superintendency of Popular and Solidarity Economy”). By applying this tool, social economy organizations in Ecuador can measure the level of their employees' affective commitment with the institution they work in. Using the results, the people in charge and the leaders of the organization shall be able to introduce strategies to develop this organizational variable that is crucial for the proper management of human resources and, therefore, to help to obtain the institutional purposes.Originality/valueThis research project presents a measuring tool that can discover the unique features of the cooperative sector in a developing country such as Ecuador as it provides a special framework for managing human resources in this sector. Additionally, in a cooperative organization many employees have different roles in the same company. This tool can be adapted for other kinds of cooperatives with different activities (financial and non-financial activities) in different sectors.

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Section: Discussionmentioning

confidence: 79%

Section: Literature Reviewmentioning

confidence: 99%

Analysis of organizational commitment in cooperatives in Ecuador

Hidalgo‐Fernández

Mero

Alcívar

et al. 2020

JMD

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“…49/2018 is considered to cover the possibility of honorary teachers becoming permanent ASN teachers. Tabouli, Habtoor, & Disomimba (2016); Sapitri (2016); Jianglin & Xiuting (2018) indirectly show how organizational commitment to issued policies has an influence on employee performance.…”

Section: Government Policy Towards Work Stressmentioning

confidence: 99%

The Influence of Job Expectation, Job Satisfaction, and Government Policy Towards the Work Stress, Job Enthusiasm and Continuance Commitment of the Honorarium Teacher

Sariwulan

Agung

Sudrajat

et al. 2019

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This study aims to determine the effect of job expectations (JE), job satisfaction (JS), and government policy (PG) on work stress (WS), work passion (JEn), and continuance commitment (CC) to honorarium teachers in middle and high school. Data collection was done through questionnaires and analyzed using the SEM approach with the help of the Lisrel 8.80 program. The results of the analysis show that the variables JE, JS, and PG have an influence on WS; and WS has an influence on JEn and CC. Explicitly, the conditions and situations faced by honorary teachers tend to create a desire to find new workplaces. This was also reinforced by the issuance of Government Regulation No. 49/2019 concerning the acceptance of workers with work agreements and prohibits the existence of honorarium status. It is recommended, it is necessary to give priority to honorary teachers by not using work contracts, but by treating them for a certain period of time, then being appointed as permanent (non-ASN) teachers if they are judged to meet their requirements and eligibility.Abstrak: Studi ini bertujuan untuk mengetahui pengaruh harapan kerja (JE), kepuasan kerja (JS), dan kebijakan pemerintah (PG) terhadap stres kerja (WS), antusiasme kerja (JEn), dan komitmen berkelanjutan (CC) guru honorarium di SMP dan SMA. Pengumpulan data dilakukan melalui kuesioner dan dianalisis menggunakan pendekatan SEM dengan bantuan program Lisrel 8.80. Hasil analisis menunjukkan bahwa variabel JE, JS, dan PG memiliki pengaruh terhadap WS; dan WS memiliki pengaruh pada JEn dan CC. Eksplisit, kondisi dan situasi yang dihadapi oleh guru honorer cenderung memunculkan keinginan untuk mencari tempat kerja baru. Hal itu juga diperkuat dengan dikeluarkannya Peraturan Pemerintah No. 49/2019 tentang penerimaan pekerja dengan perjanjian kerja dan melarang adanya status honorarium. Direkomendasikan, perlu memberikan prioritas penerimaan kepada guru honorer dengan tidak menggunakan perjanjian kerja (kontrak), melainkan dengan perlakuan percobaan selama waktu tertentu, kemudian diangkat sebagai guru tetap (non-ASN) apabila dinilai memenuhi persyaratan dan kelayakannya. : harapan kerja, kepuasan kerja, kebijakan pemerintah, stres kerja, gairah kerja, komitmen berkelanjutan Kata Kunci

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“…Based on the recent past studies (Ahmad & Omar, 2015;Ke & Deng, 2018;Ghani, Abdullah & Allah, 2018), there are an increasing attention from the researchers to examine the workplace spirituality in the organization. This research study seeked to study the influences of workplace spirituality (Allen & Meyer , 2000) on organizational commitments among university members in Malaysia.…”

Section: R E S E a R C H H I G H L I G H T Smentioning

confidence: 99%

Case Study of Workplace Spirituality on Organizational Commitments among University Members in Malaysia

Chan¹,

Chelliah²,

Jaganathan³

et al. 2019

Asia Pr soc sci

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Based on the recent past studies (Ahmad & Omar, 2015; Ke & Deng, 2018; Ghani, Abdullah & Allah, 2018), there are increasing attention from the researchers to examine the workplace spirituality in the organization. This research study sought to study the influences of workplace spirituality (Allen & Meyer , 2000) on organizational commitments among university members in Malaysia. Data of 240 responses were collected and analyzed via partial least squares structural equation modeling to examine both the measurement and structural model. It is significantly accentuated that workplace spirituality influences the three dimensions of organizational commitment. From this empirical findings, it strongly suggested that the university should find ways to embed this workplace spirituality into university membersâ€™ performance in order to enhance the loyalty and employee engagement with the university (Alas & Mousa, 2016). This study has proposed three hypothesis and results indicated that there is a significant relationship between workplace spirituality on the three dimensions of organizational commitment. With increasing the spirituality of employees towards their workplace, it can enhance the loyalty and motivation for the employee to stay in the organization

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Family-Friendly Human Resource Practice, Organizational Commitment, and Job Performance among Employees: The Mediating Role of Workplace Spirituality

Cited by 14 publications

References 21 publications

Analysis of organizational commitment in cooperatives in Ecuador

Analysis of organizational commitment in cooperatives in Ecuador

The Influence of Job Expectation, Job Satisfaction, and Government Policy Towards the Work Stress, Job Enthusiasm and Continuance Commitment of the Honorarium Teacher

Case Study of Workplace Spirituality on Organizational Commitments among University Members in Malaysia

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