Understanding the Role of Emotional Intelligence and Trust to the Relationship between Organizational Politics and Organizational Commitment

Utami, Ami Fitri; Bangun, Yuni Ros; Lantu, Donald Crestofel

doi:10.1016/j.sbspro.2014.02.444

Cited by 31 publications

(33 citation statements)

References 29 publications

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“…In the whole process organizational trust is the first outcome, influencing the employee commitment. This argument has been backed by several researchers revealing organizational trust to be the strong predictor of organizational commitment [28,[47][48][49].…”

Section: The Impact Of Csr On Aoc Mediated By Organizational Trustmentioning

confidence: 97%

How Do Employees Respond to the CSR Initiatives of their Organizations: Empirical Evidence from Developing Countries

Farooq

Cheffi

2019

Sustainability

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This research presents a new perspective of social exchange to explain the employee responses to corporate social responsibility (CSR) activities of their organizations. In particular, the current study aims to explore the social exchange based mediation mechanism between CSR actions and employee turnover intentions. Considering this theory, we propose that organizational trust is the primary outcome of CSR, which in turn influences the affective organizational commitment (AOC) and reduces the turnover intentions (TOI) of employees. Moreover, we posit that different types of CSR actions have different effects on employees due to their relative importance. To test the suggested research model, we analyzed the data collected on 304 employees working in the Star hotel in South Asia. Results of the study demonstrate the organizational trust to be a mediator between CSR and AOC and that CSR negatively impacts the turnover intentions of employees through the mediation of trust and AOC. Moreover, the results show the relevance of examining the disaggregated effects of different types of CSR actions on employees’ turnover intention. The study concludes with implications for future research and for policy-makers.

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Section: The Impact Of Csr On Aoc Mediated By Organizational Trustmentioning

confidence: 97%

How Do Employees Respond to the CSR Initiatives of their Organizations: Empirical Evidence from Developing Countries

Farooq

Cheffi

2019

Sustainability

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“…Trust is important to promote knowledge sharing among organizational members and to enhance knowledge transfer as well as to increase the commitment and innovation of organizational members (Hashim & Tan, 2014;Hill, Bartol, Tesluk, & Langa, 2009;Shazi, Gillespie, & Steen, 2015;Utami, Bangun, & Lantu, 2014). Only a few studies investigated the mediating role, or the direct effect of trust (e.g., Alaarj et al, 2016) and even fewer have investigated its moderating effect.…”

Section: Introductionmentioning

confidence: 99%

The effect of KM capabilities on the Performance of Jordanian Public Listed Companies

Fraihat

Samadi

2017

IJBSR

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Organizational performance is vital for organizations, countries, and individuals. The performance of Jordanian public listed companies (PLCs) is experiencing a decreasing trend. Existing studies have focused on factors, such as structure, capital, and size; while other factors, such as knowledge management, trust, and experience of top management, have not been adequately investigated. The purpose of this study is to develop a conceptual framework that helps decision makers improve the organizational performance of PLCs. Building on the resource-based view, and knowledge-based view, this study proposes that the knowledge management capabilities (KMC) infrastructure and KMC process could affect the organizational performance. In addition, the effect of the KMC infrastructure on organizational performance is mediated by the KMC process. Trust and top management experience could moderate the effect of the KMC infrastructure and KMC process on organizational performance. Propositions are developed and discussed as well as future work.

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“…Conversely, individuals try to cultivate their individual benefits with politics. Previous studies in organization management emphasized the effects of organizational politics on employees' work outcomes such as job satisfaction, job related stress [4], trust in company, and organizational commitment [5] [6]. One of the most important negative consequences of the oppositional relationship between politics and justice is the increase in employee turnover [7]- [9].…”

Section: Introductionmentioning

confidence: 99%

The Effects of Organizational Politics on Perceived Organizational Justice and Intention to Leave

Kaya¹,

Aydın²,

Ayhan³

2016

AJIBM

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The purpose of this study is to examine the perceptions about organizational politics held by members of different organizations and how these affect their perceptions of organizational justice and decisions relating to employee turnover. For this study, 259 completed surveys were obtained from various public and private sector personnel. After the measures used in the study were verified through confirmatory factor analysis, correlation and regression analyses were then conducted in order to determine the relationship between variables. As a result of the study, it was found out that organizational politics had a significant effect on perceived organizational justice and intention to leave. In addition to those results, a significant relationship was further found between perceived organizational justice and intention to leave.

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Understanding the Role of Emotional Intelligence and Trust to the Relationship between Organizational Politics and Organizational Commitment

Cited by 31 publications

References 29 publications

How Do Employees Respond to the CSR Initiatives of their Organizations: Empirical Evidence from Developing Countries

How Do Employees Respond to the CSR Initiatives of their Organizations: Empirical Evidence from Developing Countries

The effect of KM capabilities on the Performance of Jordanian Public Listed Companies

The Effects of Organizational Politics on Perceived Organizational Justice and Intention to Leave

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