The Mediating Role of Organizational Commitment and The Moderating Role of Service Climate

Supartha, Wayan Gede; Sihombing, Irene Hanna H.; Sukerti, Ni Nyoman

doi:10.2991/icbmr-18.2019.27

Cited by 7 publications

(8 citation statements)

References 29 publications

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“…Our study analysis is in line with the statement of Lona et al (2020), which stated that affective commitment is unsuitable mediator on performance, when the predictor is not optimal. In the other side, our finding is not in line with several literature (Arifin et al 2020;Kawiana 2018;Raveendran and Gamage 2019;Supartha, Sihombing, and Sukerti 2019), which stated that affective commitment is strong mediator on performance, especially in bureaucracy levels.…”

Section: Resultscontrasting

confidence: 99%

Job Performance Evaluation Through Affective Commitment and Justice Perceptions

2023

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Employee performance investigation from justice perception is a must in government sector, especially in HR Division, because it is associated with their job function which operates in employee management. This study aims to investigates the effect of interactional justice and procedural justice on job performance, and assess mediating contribution of affective commitment due to it describe emotional attachment of employee. Recorded sample was 48 and then the data analyst with Smart PLS version 4.0.9. Results stated that interactional and procedural justice have not significant effects on performance in the direct manner. Mediating contribution of affective commitment enhance the relationship interactional justice and performance by partial effect, while in the relationship between procedural justice on performance, affective commitment also has a partial contribution but not improve those relationship.

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Section: Resultscontrasting

confidence: 99%

Job Performance Evaluation Through Affective Commitment and Justice Perceptions

2023

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“…Such as a mediating role of organizational commitment (Cao et al, 2020;Supartha et al, 2018), there have been several empirical studies that show a mediating role of job satisfaction (Devonish, 2018;Dinc, 2017;Valaei and Razaei, 2016;Saleem and Saleem, 2014) between different HRM factors. However, any study conducting the mediating role of job satisfaction between compensation structure and organizational commitment is sparse.…”

Section: Analysis Using Semmentioning

confidence: 99%

Demographic factors, compensation, job satisfaction and organizational commitment in private university: an analysis using SEM

Ashraf

2020

JGR

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Purpose The purpose of this paper is to examine the direct and indirect effects of demographic factors on employee compensation, job satisfaction and organizational commitment in private higher educational institutes in Bangladesh. Specifically, how do compensation structure and job satisfaction mediate in the link between demographic factors and organizational commitment? To answer this question, a theoretical framework using the theory of employee retention provided by Martin and Kaufman, as its basis was established. Design/methodology/approach Data (n = 515) were collected from faculty members of the private universities in Bangladesh. Structural equation modeling was used to analyze the data. Findings Findings indicate that though demographic factors have no direct impact on organizational commitment, they have indirect impacts on organizational commitment through the mediation of compensation structure and faculty job satisfaction. Besides, compensation structure also has a significant mediating role in the link between demographic structure and faculty job satisfaction. Research limitations/implications One possible drawback is the number of private universities from which the data were collected. In the sample used here, only 20 private universities were selected to conduct the survey. Besides, the study could not include public universities that are also a significant part and parcel of higher education in the country. So, if more private and public universities were taken into consideration to collect the data, the results might be improved. Thus, the usual cautions about overgeneralizing findings from this sample, to populations for which it is not strictly representative, apply. Practical implications From a practical perspective, as a cumulative body of work on organizational commitment, we will be better able to advise policymakers and educators on the elements they need to address to increase the longer engagement of the faculty members in their institutes. In this study, the one area of findings that may help policymakers and educators the most concerns compensation package that affects job satisfaction and organizational commitment. We found that demographic factors and compensation packages are the most important factors for the faculty members to impact on organizational commitment in this study. Social implications The social implication is that policymakers of the private universities can focus on fair justice in terms of demographic factors and compensation package for job satisfaction, motivation and organizational commitment of the faculty members in their universities. Originality/value The findings of the study are important for the policymakers of the higher education institutes.

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“…The job satisfaction-service quality association: the mediating role of organizational commitment As discussed earlier, which shown job satisfaction to significantly and positively affect employees' OC (Chegini et al, 2019;Gopinath, 2020;Mapuranga et al, 2021;Supartha et al, 2019). In this dynamic, employees who experience a good degree of job satisfaction will likely to develop a strong sense of commitment to their organization (Mowday et al, 1982).…”

Section: Organizational Commitment and Service Qualitymentioning

confidence: 96%

“…Job satisfaction was positively associated with affective commitment (Valaei and Rezaei, 2016). Supartha et al (2019) in their study of four-star hotels in Bali, found that job satisfaction strongly influenced OCwhen job satisfaction increased, OC increased as well. Gopinath (2020) examined the effect of job satisfaction on the OC of 145 academic staff in India and discovered that job satisfaction significantly predicted OC.…”

Section: Job Satisfaction and Organizational Commitmentmentioning

confidence: 99%

Determinants of customer-perceived service quality in higher education: the roles of job satisfaction and organizational commitment

Al-Refaei,

Ali,

Aldaba

et al. 2023

IJQSS

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Purpose This study aims to examine the constructs of job satisfaction and organizational commitment (OC) as the determinants of customer-perceived service quality in higher education context. It also explores the role of OC in mediating the dynamics of the relationship. Design/methodology/approach It applied the cross-sectional, ex post facto survey method to acquire data from 1,776 respondents at Aden University. Two sets of questionnaires on job satisfaction, OC and perceived service quality were filled out by 296 academic staff and 1,480 students. Data were analyzed using structural equation modeling. Findings The results showed that job satisfaction exercised a significant positive effect on OC and students’ perception of service quality (i.e. the quality of lectures delivered in class that shaped their learning experiences). OC also significantly affected students’ perception of service quality and partially mediated the effect of job satisfaction on perceived service quality. Research limitations/implications The current research only investigated the outcomes of job satisfaction and did not cover critical antecedents of job satisfaction, such as employee training and development, rewards and benefits and the like. Its outcomes have important implications for managing the link between organizational practices and customers perception of service quality in higher education context. Practical implications The results have accentuated the importance of universities’ ensuring and increasing faculty’s job satisfaction and commitment if they seek to enhance students’ perception of service quality. Universities can do so by improving their organizational practices, which are expected to result in faculty well-being and improved working conditions. Originality/value The results have contributed new insights into the current understanding of the dynamics between and among job satisfaction, OC and customers’ perceptions of service quality. It has demonstrated how OC is shaped by job satisfaction and can influence the quality of services rendered by employees if they are happy and satisfied with the organization.

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The Mediating Role of Organizational Commitment and The Moderating Role of Service Climate

Cited by 7 publications

References 29 publications

Job Performance Evaluation Through Affective Commitment and Justice Perceptions

Job Performance Evaluation Through Affective Commitment and Justice Perceptions

Demographic factors, compensation, job satisfaction and organizational commitment in private university: an analysis using SEM

Determinants of customer-perceived service quality in higher education: the roles of job satisfaction and organizational commitment

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