The Moderating Effects of Organizational Culture on the Relationship between Work Motivation and Work Commitment of University Academic Staff

Irfan, Saira; Marzuki, Najib Ahmad

doi:10.5296/ijld.v8i1.12484

Cited by 6 publications

(7 citation statements)

References 41 publications

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“…A study in south-west, Nigeria, indicated that achievement motivation and organizational commitment are significantly and positively correlated [ 25 ]. Moreover, a cross-sectional study involving university academic staff showed that achievement motivation is positively related to organizational commitment [ 26 ]. Achievement motivation constitutes the predecessor of organizational commitment, which in turn is an antecedent variable for significant work outcomes.…”

Section: Introductionmentioning

confidence: 99%

The Relationship between Achievement Motivation and Job Performance among Chinese Physicians: A Conditional Process Analysis

Guo

Qiang

Zhou

et al. 2021

BioMed Research International

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Background. To explore the relationship between achievement motivation and job performance among physicians, this study investigated the impacts of different personality traits on job performance among the physicians. Methods. This cross-sectional study was conducted in 2017 and 1,523 physicians from eight tertiary grade A hospitals in Harbin, China. The type of data collected included the achievement motivation of the physicians, job performance, organizational commitment, personality traits, and other demographic variables. To assess and compare the demographic data, independent t -test and ANOVA were applied. Further, Pearson correlation coefficients were used to evaluate the correlation among the variables. Moderated mediation analysis was performed to test the correlation among the job performance, achievement motivation, organizational commitment, neuroticism, extraversion, openness, agreeableness, and conscientiousness. Results. Achievement motivation directly influences job performance and organizational commitment partially mediates the direct effects of achievement motivation on job performance. Additionally, our findings demonstrated that agreeableness and conscientiousness moderate the strength of the relationships between achievement motivation and job performance mediated by organizational commitment. Conclusion. We propose that hospital managers should pay attention to the personal growth of the physicians and improve their organizational commitment via creating a positive working climate and training for career planning and education. Moreover, managers should identify conscientiousness and agreeableness individuals and increase their responsibilities geared towards improving the performance of the organization.

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Section: Introductionmentioning

confidence: 99%

The Relationship between Achievement Motivation and Job Performance among Chinese Physicians: A Conditional Process Analysis

Guo

Qiang

Zhou

et al. 2021

BioMed Research International

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“…Some scholars suggest that organisations that have developed a culture with attributes appropriate to their operational context generate higher financial performance (Yaghoobi & Haddadi, 2016;Sandeep et al, 2020). Data on the relationship between organisational culture and performance at the individual and organisational level within public institution units are limited (Irfan & Marzuki 2018). Only a few empirical studies have been conducted to identify a link between organisational culture and its performance (Irfan & Marzuki, 2018).…”

Section: Organisation Culturementioning

confidence: 99%

“…Data on the relationship between organisational culture and performance at the individual and organisational level within public institution units are limited (Irfan & Marzuki 2018). Only a few empirical studies have been conducted to identify a link between organisational culture and its performance (Irfan & Marzuki, 2018). Morcos, (2018) related organisational performance to organisational effectiveness, the findings suggest that organisational effectiveness is also influenced by organisational culture, this was also has a direct positive impact on organisational performance.…”

Section: Organisation Culturementioning

confidence: 99%

Organisational Characteristics as a Catalyst for Effective Performance of Nigerian Construction Organisations

Okigbo¹,

Saidu²,

Ola-Awo³

et al. 2023

ETSJ

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Organisational characteristics are distinctive features of an organisation that enable it to perform its statutory roles. It has a lot of influences on organisational performance but less study has indicated the role it plays in improving the performances of organisations. This study appraised different types of organisation characteristics in the Nigerian construction industry and their roles in improving the performances of organisations. In achieving the aim of the study 366 questionnaires were distributed purposefully to management members of construction organisations practising in Abuja who are members of the federation of the construction industry (FOCI). 310 of the questionnaires that were distributed were retrieved, this represented an 82% of response rate. A hypothesis was formulated and tested using multiple regression analysis. Each type of the characteristic form a model equation, the p-values of all the models were 0.000 and The model's result showed that management style, decision making style, organisational culture, organisation effectiveness, organisation efficiency, behaviour and structure have a predictive value of 26%, 45% 20%, 34%. 14%, 54%, and 44% respectively, indicated that all types of characteristics used in the study significantly affect organisational performance. Putting special attention on them by the management of the organisation will significantly improve its performance. The study recommended that organisations in the Nigerian construction industry pay more attention to the identified types of organisational characteristics in order to achieve effective performance.

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“…The complexities of life and increased pressures from the workplace led to the emergence of the concept of work-life balance (Irfan, 2017), which was earlier known as work-family balance (Kalliath & Brought, 2008). Kalliath and Brought (2008) identified that the term "work-life balance" has recently replaced "workfamily balance" to include non-parent employees who are looking to balance their professional work and non-work activities such as study, sports and travel.…”

Section: Introductionmentioning

confidence: 99%

Work-Life Balance – Its Impact on Job Satisfaction among the Healthcare Workers in Senapati District, Manipur

Thro,

Prasain

2024

SDMIMD

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Healthcare workers play an essential role in our day-to-day lives. Their ability to stay focused on the job, stay satisfied with their job, and maintain a healthy balance between their professional work and personal lives are prudence for them to discharge their duty effectively and efficiently. As a cross-sectional study and quantitative investigation, this study focuses on the healthcare workers’ work-life balance and its impact on job satisfaction. Using random sampling, a questionnaire survey was conducted, which was analysed through IBM SPSS Statistics 21. To achieve the goals of the study, statistical tools like Cronbach’s Alpha, independent-sample t-test, exploratory factor analysis, and Pearson correlation coefficient are employed. The study found that 5 per cent of healthcare workers have no balance between work and personal life, while 72.3 per cent are moderately balanced and 22.7 per cent are highly balanced. The study also found that female and unmarried healthcare workers have significantly higher work-life balance than male and married workers, respectively. Work-life balance and job satisfaction were found to have a moderately positive relationship, suggesting a significant linear relationship between the two variables. Thus, top management and employers in the healthcare industry must improve the policies and initiatives relating to work-life balance to keep the employees satisfied. Further, such policies and initiatives should be framed strategically to maintain equality for all employees, mainly male and female and married and unmarried workers.

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The Moderating Effects of Organizational Culture on the Relationship between Work Motivation and Work Commitment of University Academic Staff

Cited by 6 publications

References 41 publications

The Relationship between Achievement Motivation and Job Performance among Chinese Physicians: A Conditional Process Analysis

The Relationship between Achievement Motivation and Job Performance among Chinese Physicians: A Conditional Process Analysis

Organisational Characteristics as a Catalyst for Effective Performance of Nigerian Construction Organisations

Work-Life Balance – Its Impact on Job Satisfaction among the Healthcare Workers in Senapati District, Manipur

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