Linking Psychological Empowerment to Job Satisfaction and Organizational Commitment: Investigating the Mediating Effect of Organizational Trust

Alajmi, Sanad A.

doi:10.5539/ijbm.v11n10p120

Cited by 8 publications

(6 citation statements)

References 69 publications

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“…Nó đề cập đến thái độ của nhân viên trong những thành tựu và lợi ích họ nhận được. Nếu nhân viên nhận thức về sự công bằng phân phối càng cao thì càng làm tăng sự cam kết duy trì đối với tổ chức 3,11 . Khi nhân viên cảm thấy được đối xử công bằng và bình đẳng với các đồng nghiệp khác, đồng thời sẽ được đánh giá và đánh giá dựa trên năng lực, thành tích làm việc và đóng góp thực sự của họ.…”

Section: Công Bằng Phân Phối (Distributive Justice)unclassified

“…Loại công bằng này cho thấy rằng, người nhân viên sẽ cảm thấy có sự công bằng trong thủ tục nếu như người quản lý cung cấp thông tin đầy đủ về các quyết định liên quan đến các thủ tục 4 . Công bằng thủ tục ảnh hưởng tích cực đến sự cam kết của nhân viên đối với tổ chức, nhân viên sẽ cam kết với tổ chức nhiều hơn khi công bằng thủ tục được nâng cao 3,11 . Khi các thủ tục được đảm bảo công bằng và minh bạch, nhân viên sẽ cảm thấy được đối xử công bằng và đồng thời cảm thấy tin tưởng và an tâm với chính sách và quy trình của công ty.…”

Section: Công Bằng Thủ Tục (Procedural Justice)unclassified

“…Nhân viên sẽ cam kết với tổ chức hơn khi công bằng trong ứng xử giữa nhà quản lý và nhân viên được nâng cao 8 . Từ các kết quả nghiên cứu chỉ ra công bằng trong ứng xử giữa nhà quản lý và nhân viên có ảnh hưởng tích cực đến sự cam kết của nhân viên đối với tổ chức 8,11…”

Section: Công Bằng Trong ứNg Xử Giữa Nhà Quản Lý Và Nhân Viên (Interp...unclassified

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Impact of organizational justice on the continuance commitment of employees of commercial banks in Ho Chi Minh City

Trần,

Trương,

Phạm

2023

Sci. Tech. Dev. J. - Eco. Law Manag.

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Justice in the organization is one of the factors that maintain the effectiveness in managing and comparing employee performance. In addition, understanding organizational justice is also a way to have effective suggestions to help work be done faster, more efficiently and maintain employees' attachment to the organization. Recognizing the above situation, along with the importance of organizational justice, the author has built a model and surveyed employees at commercial banks in Ho Chi Minh City to assess how organizational justice affects the commitment of employees. The components of the research model include: Distributive justice, procedural justice, interpersonal justice, information justice and continuance commitment. The study applies both qualitative and quantitative methods, the data is processed by SPSS software and undergoes descriptive statistical analysis, reliability testing, exploratory factor analysis, correlation analysis and regression analysis to test the level of strong and weak impact between justice factors and continuance commitment. The number of valid questionnaires used in the study was 238. The results of the analysis show that all equity factors have an impact on organizational commitment to maintain. Based on the results of the analysis, the author proposes recommendations to improve the retention commitment of employees, prioritizing the strong and weak impact of the justice components on the continuance commitment to the employees of commercial banks in the Ho Chi Minh City.

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Section: Công Bằng Phân Phối (Distributive Justice)unclassified

Section: Công Bằng Thủ Tục (Procedural Justice)unclassified

Section: Công Bằng Trong ứNg Xử Giữa Nhà Quản Lý Và Nhân Viên (Interp...unclassified

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Impact of organizational justice on the continuance commitment of employees of commercial banks in Ho Chi Minh City

Trần,

Trương,

Phạm

2023

Sci. Tech. Dev. J. - Eco. Law Manag.

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“…Few studies on the mediating role of organizational trust on the relationship between other organizational variables exist. For example, organizational trust has been found to partially mediate the relationship between organizational justice and organizational commitment (Iqbal & Ahmad, 2016), perceived organizational support and constructive deviance (Kura, Shamsudin, & Chauhan, 2016), specific areas of work-life (workload, fairness, reward, and value), and emotional exhaustion (Bayhan, Metin, & Tayfur, 2016), psychological empowerment, job satisfaction and organizational commitment (Alajmi, 2016), distributive and procedural justice on turnover intention (Aryee, Budhwar, & Chen, 2002) and employee-organizational relationship and innovative work behavior (Yu et al, 2018). A study by Hameed, Arain, & Farooq (2013) on the mediating role of identity-based trust on the relationship between organizational identification and turnover intention indicated that trust partially mediated the negative relationship between the predictor and criterion variable.…”

Section: Organizational Trust As a Mediatormentioning

confidence: 99%

Organizational-Based Self-Esteem and Organizational Identification as Predictors of Turnover Intention: Mediating Role of Organizational Trust

Oguegbe

Edosomwan

2021

SJOM

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Purpose- This study aimed to examine the predictive role of organizational-based self-esteem and organizational identification on turnover intention while also studying the mediating effect of organizational trust among employees across five organizations. Design/Methodology- This study utilized the cross-sectional research design and quantitative approach for data collection. The study sample comprises 131 employees drawn from five organizations with a mean age of 33.15 years (SD, 7.97). Standardized instruments (questionnaires) were used for data collection. The IBM-SPSS Statistics and Hayes PROCESS macro (model 4) was used for testing the hypotheses and conducting the mediational analysis. Findings- The results of the study revealed a significant negative relationship between organizational-based self-esteem and turnover intention (β= -.33, p < .01), and also a significant negative relationship between organizational identification and turnover intention (β=-.29, p < .01). Organizational trust was also found to mediate both relationships. Practical Implications- The results of this study highlight the importance of organizational-based self-esteem, organizational identification and trust in reducing turnover intention. The study recommends that to keep employees in the organization, human resources management (HRM) needs to foster trust, build practice that will promote identification and attachment, and enhance the relationship between the organization and employees.

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“…Further Wickramasinghe et al, (2018) mentioned that the Job Satisfaction is an essence within an organization that affects the life of people with the organization as whole. As stated by Wickremasinghe et al (2018) numerous empirical researchers(Al-Ababneh et al, 2017;Alajmi, 2016), have recognized that there is a positive relationship between Psychological Empowerment and Job Satisfaction.…”

mentioning

confidence: 99%

A Study on the Mediation Effect of Work-Life Balance on the Relationship between Psychological Empowerment and Job Satisfaction among Female Bank Employees in Sri Lanka

Zoysa¹,

Sivalogathasan²

2021

Sri Lankan J Hum Res Mgt

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This empirical quantitative study is about the Mediation Effect of Work-Life Balance on the Relationship between Psychological Empowerment and Job Satisfaction among Female Bank Employees of Sri Lanka. This is based on International Labor Organization report on the restraints on female workers' contribution towards the national economy of Sri Lanka. Banking sector was selected based on the considerable contribution made towards the service sector labor demand of the country. The target group consisting of 300 female middle managers from Western, Central and Southern provinces in Sri Lanka and sample selection by cluster random sampling of probability sampling method. The results analyzed by SPSS version 20 established that, the existence of Significant Positive Correlations among i) Psychological Empowerment (PE) and Work -Life Balance (WLB), ii) Work -Life Balance (WLB) and Job Satisfaction (JS), iii) Psychological Empowerment (PE) and Job Satisfaction (JS) and iv) the mediation effect of Work -Life Balance (WLB) with the relationship between Psychological Empowerment (PE) and Job Satisfaction (JS). In consideration of the findings of this paper, adding to the existing literature, the employers are recommended to take timely initiatives on improving Job Satisfaction, Work-Life Balance and Psychological empowerment employees for profit maximization. And individual employees should be directed towards integrating psychologically empowering measures to improve job satisfaction, work-life balance, to understand maintain and to be within one's own 'Work Life Cycle'.

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Linking Psychological Empowerment to Job Satisfaction and Organizational Commitment: Investigating the Mediating Effect of Organizational Trust

Cited by 8 publications

References 69 publications

Impact of organizational justice on the continuance commitment of employees of commercial banks in Ho Chi Minh City

Impact of organizational justice on the continuance commitment of employees of commercial banks in Ho Chi Minh City

Organizational-Based Self-Esteem and Organizational Identification as Predictors of Turnover Intention: Mediating Role of Organizational Trust

A Study on the Mediation Effect of Work-Life Balance on the Relationship between Psychological Empowerment and Job Satisfaction among Female Bank Employees in Sri Lanka

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