The effect of organizational culture and HR practices on female managers’ commitment and job satisfaction

Park, Sunyoung; Doo, Min Young

doi:10.1108/ejtd-03-2019-0045

Cited by 34 publications

(35 citation statements)

References 69 publications

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“…Employees' perceptions of OC were measured with the affective commitment dimension of 6 items of the three-dimensional scale developed by Meyer and Allen (1993). The affective commitment dimension was used in the current study because affective commitment represents OC at a higher level (Mercurio, 2015), and OC was measured by the affective commitment dimension in the studies (Kwon et al, 2010;Park & Doo, 2020). The scale adapted into Turkish by Dağlı et al, (2018).…”

Section: Methodsmentioning

confidence: 99%

Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment

2022

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The present study examines the effect of emotional intelligence on turnover intention and organizational indifference, noting the mediating role of organizational commitment. The current model of the study is considered one of the first attempts in examining these variables in the tourism industry. The structural equation modeling has been used to analyze the sample consisting of hotel department managers who have direct contact with the customers. According to the research results, emotional intelligence and organizational commitment decrease turnover intention and organizational indifference of the hotel department managers. In addition, emotional intelligence has been positively associated with the employees' organizational commitment. Finally, it has been found that organizational commitment mediates the effect of emotional intelligence on turnover intention and organizational indifference. Managers at the hotels should have the high emotional intelligence to establish empathy and perseverance to avoid being indifferent. In order to do this, hotel managers’ commitment should be increased to perceive their job as their own.How to Cite:Uzunbacak, H. H., Erhan, T., & Ak akanat, T. (2022). Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment. Etikonomi, 21(1), 11-40. https://doi.org/10.15408/etk.v21i1.20541

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Section: Methodsmentioning

confidence: 99%

Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment

2022

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“…Dengan kata lain, fungsi mediasi dari kepuasan kerja untuk memperkuat hubungan antara budaya belajar organisasi dan kinerja karyawan tidak tercapai. Hasil penelitian ini tidak sesuai dengan hasil penelitian (Park and Doo, 2020) yang mengatakan bahwa budaya belajar organisasi memiliki pengaruh langsung terhadap kinerja karyawan, tetapi pengaruhnya bersifat lemah dan harus menambahkan variabel kepuasan kerja sebagai variabel mediasi agar hubungannya semakin kuat. Namun sesuai dengan hasil penelitian dari (Jayathilake et al, 2021) bahwa, budaya belajar organisasi sendiri sudah memiliki potensi dampak yang signifikan pada peningkatan pengembangan karyawan yang dapat berdampak pada pencapaian kinerja organisasi yang lebih baik.…”

Section: Diskusiunclassified

Pengaruh Organizational Learning Culture Terhadap Employee Performance Dengan Job Satisfaction Sebagai Mediasi

Angelina

Yanuar

2021

JMK

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This study aims to determine the role of job satisfaction in mediating the relationship between organizational learning culture and employee performance. The subjects studied were the employees at PT XYZ which is an import agent company as well as a complete supplier of factory doors and warehouse needs in Indonesia. The number of samples taken in this study were 85 employees and 15 supervisors who were obtained by distributing questionnaires through google form with Non-probability sampling technique. The collected data is processed using SmartPLS. The results of data processing indicate that organizational learning culture has a positive effect on job satisfaction, job satisfaction has a positive effect on employee performance. However, the function of job satisfaction as a mediating variable in this study was not achieved because the correlation value with mediation is smaller than the value of organizational learning culture which can directly have a positive effect on employee performance. So the employee performance in this study is a partial mediation. Penelitian ini bertujuan untuk mengetahui Peranan Kepuasan Kerja sebagai Mediasi Hubungan antara Budaya Belajar Organisasi dan Kinerja Karyawan. Subjek yang diteliti adalah karyawan pada PT XYZ yang merupakan perusahaan agen import serta penyedia pintu pabrik dan kebutuhan gudang secara lengkap di Indonesia. Jumlah sampel yang diambil pada penelitian ini adalah karyawan dengan jumlah 85 orang dan supervisor 15 orang yang diperoleh dengan menyebar kuesioner melalui google form dengan teknik pengambilan sampel jenuh/sensus. Data yang telah dikumpulkan diolah menggunakan SmartPLS. Hasil dari pengolahan data menunjukkan bahwa budaya belajar organisasi berpengaruh positif terhadap kepuasan kerja, kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Namun, fungsi kepuasan kerja sebagai variabel mediasi pada penelitian ini tidak tercapai karena nilai kolerasi dengan adanya mediasi lebih kecil daripada nilai budaya belajar organisasi yang secara langsung dapat berpengaruh positif terhadap kinerja karyawan. Maka kinerja karyawan disini merupakan mediasi parsial.

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“…These issues are investigated further by Park and Doo (2020) in a study of female managers in Korea. Representation of women mangers is low in the country and this is attributed to the so-called glass ceiling and a culture dominated by Confucian values.…”

Section: The Case Of Female Managers In Koreamentioning

confidence: 99%

Enhancing job satisfaction and commitment

2021

DLO

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Purpose Firm performance can be optimized when job satisfaction and organizational commitment among employees is high. Companies can help increase levels by developing a supportive workplace culture and introducing appropriate HR practices that serve to motivate and inspire. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Firm performance can be optimized when job satisfaction and organizational commitment among employees is high. Companies can help increase levels by developing a supportive workplace culture and introducing appropriate HR practices that serve to motivate and inspire. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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The effect of organizational culture and HR practices on female managers’ commitment and job satisfaction

Cited by 34 publications

References 69 publications

Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment

Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment

Pengaruh Organizational Learning Culture Terhadap Employee Performance Dengan Job Satisfaction Sebagai Mediasi

Enhancing job satisfaction and commitment

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