Supervisor Attitudes As Mediator On Effect Of Organizational Stress On Organizational Commitment (original) (raw)
Journal of Education and Training Studies, 2018
This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined...
The Role of Organizational Commitment in Occupational Stress Models
International Journal of Stress Management, 2008
This study examined affective organizational commitment (AOC) and continuance organizational commitment (COC) as moderators of the relationship between job-related anxiety and intention to leave among 506 Israeli nurses who completed self-administered surveys. Prior research examining organizational commitment as a moderator between stress-related variables has shown inconsistent results, most probably because organizational commitment was tested as a moderator of stressor-strain relationships. Both AOC and COC buffered the relationship between job-related anxiety and intention to leave the hospital (i.e., the positive relationship was not as strong with high levels of commitment). There was no buffering effect on the relationship between role stressors and intention to leave. Further, the relationship between job-related anxiety and intention to leave increased more strongly for low levels (vs. high levels) of COC. Implications for the role of organizational commitment in stress models and implications for hospital administrators are discussed.
Organizations and supervisors as sources of support and targets of commitment: a longitudinal study
Journal of Organizational Behavior, 2003
The main objective of this study was to examine the relationship between perceived support and affective commitment, and the linkages between these constructs and some of their common antecedents and consequences. More precisely, using a sample of 238 employees, we conducted a longitudinal study to examine the linkages between the favorableness of intrinsically and extrinsically satisfying job conditions, perceived organizational support, perceived supervisor support, affective commitment to the organization and supervisor, and turnover. Affective commitment to the supervisor was found to completely mediate the effect of perceived supervisor support on turnover, whereas neither perceived organizational support nor organizational affective commitment were significantly related to turnover. Perceived organizational support partially mediated the effect of favorable intrinsically satisfying job conditions on organizational affective commitment and fully mediated the effect of extrinsically satisfying job conditions on organizational affective commitment. Finally, perceived supervisor support totally mediated the effect of favorable intrinsically satisfying job conditions on affective commitment to the supervisor. As a whole, findings suggest that exchange relationships between employees and their supervisors should be further investigated in future turnover research.
CERN European Organization for Nuclear Research - Zenodo, 2022
The purpose of this study was to determine the direct and indirect effect of organizational culture on organizational commitment through job stress and job satisfaction. This study uses quantitative analysis with a total sample of 231 Prima University lecturers determined by using random sampling. The data analysis used is the Structural Equation Model (SEM) with the Partial Least Square (PLS) approach. The results of the study indicate that organizational culture has a positive and significant direct effect on job satisfaction and job stress. Then job satisfaction and job stress have a direct positive effect on organizational commitment. Indirectly, the variables of job stress and job satisfaction can mediate organizational culture on organizational commitment.
The Effects of Organisational Culture and Stress on Organisational Employee Commitment
2015
The aim of this study is to expand the horizon and boundary of knowledge and understanding of the workplace stress by investigating the effects of organisational culture and stress on employee commitment in the workplace. The attempt is to close the gap between organisational culture, workplace stress and employee commitment. Although the concepts of culture and stress have been well researched but few studies have provided detailed insight into the interplay between the concepts of organisational culture, workplace stress and commitment. This study therefore examined this interplay within the Test Development Division of the National Examination Council (NECO), Lagos, Nigeria. The instruments used to gather data from the staff of the department that make up Division was questionnaire survey. The results show that the departments have hierarchical culture that is unsupportive and that the staff of the departments have too much work to do with less time for the accomplishment. The as...
Organizational commitment and job performance: It's the nature of the commitment that counts
Journal of Applied Psychology, 1989
To address why the relationship between affective organizational commitment and job performance varies, we draw on the theorization of Meyer, Becker, and Vandenberghe to propose moderation of affective occupational commitment and transformational leadership, separately and interactively. Data collected from 398 employees and their supervisors supported our hypotheses. Specifically, affective organizational commitment was more strongly associated with job performance for employees with high occupational commitment, or when a supervisor's transformational leadership was high. Importantly, in a moderated mediation relationship, we found the effect of transformational leadership on the relationship between affective organizational commitment and job performance for employees with high occupational commitment was contrary to its effect on employees with low occupational commitment. Given the significant roles of both commitments as discussed in the present study, we offer suggestions on how to consider these factors during the assessment and selection of personnel and role assignment.
Much has been written about organizational commitment in the past twenty five years and these studies have significantly contributed to the extant understanding of the concept. However, these efforts have also contributed to the confusion, inconsistencies, and disagreements about the meaning of the concept that seem to characterize the organizational commitment literature. This milieu required, as a matter of necessity, that the disparate conceptualizations of organizational commitment be reconciled and synthesized to form a unified, comprehensive theory. This situation and the apparent need to focus on those organizational factors that function as antecedents of managerial commitment to organizations provided the impetus for the present study. In keeping with the above purpose, this study has developed a comprehensive unified theory of organizational commitment that was tested using structural equation modeling. The study shows that the theory of organizational commitment is based on six separate parent theories, including attitudes, psychological ownership, psychological contract, values, certain aspects of the three-component model of , and social exchange, which makes it a multidisciplinary theory. The theories of attitudes and psychological ownership constitute the psychological ingredient of the affection employees manifest to their organization and provide the theoretical foundation of the affective dimension of organizational commitment. Similarly, the theories of psychological contract, values and organizational culture provide the corner stone for the feelings of moral obligation employees display toward the organization, and concomitantly, the moral dimension of organizational commitment. Finally, social exchange theory and labor market forces define a socio-economic relationship between each individual and the organization and provide the basis for the continuance dimension of organizational commitment. The research problem identified for this study was the lack of a unified theory of organizational commitment that is needed to identify the antecedents of managerial commitment to organizations. Thus, the purpose of the study was to examine the state of the theory of organizational commitment and propose a unified sociopsychological theory that provided the theoretical foundation to identify the antecedents and dimensions of the organizational commitment of managerial employees. Therefore, the research question that the study answered is: what are the antecedents and dimensions of managerial commitment in organizations? In addition to this, the study investigated six related issues: (a) the socio-psychological theories providing the theoretical foundations of a unified theory of organizational commitment, (b) the principal dimensions of a new unified theory of organizational commitment, (c) the predictors and causes of managerial commitment, (d) the degree to which perceived pay equity, socialization tactics, opportunities for development, organizational trust, and job satisfaction act as predictors of organizational commitment, (e) the variable or variables which moderate and/or mediate the impact of the predictors of organizational commitment and, (f) the relationships among the five predictors named above. The study was justified on the basis of its potential to make significant contributions to both management practice and theory. From the perspective of management practice, the study has provided evidence that should enhance the ability of organizations to: (a) promote feelings of assonance and minimize feelings of The study was justified on the basis of its potential to make significant contributions to ii both management practice and theory. From the perspective of management practice, the study has provided evidence that should enhance the ability of organizations to: (a) promote feelings of assonance and minimize feelings of dissonance among their managerial employees through equitable pay, (b) increase the level of managerial job satisfaction and concomitantly elevate the trust levels of managers, (c) integrate the interests of managers with those of the organization through effective socialization tactics and provide managerial employees with opportunities for development in order to enhance their moral obligations to the organization. Moreover, the study provides evidence and tools which organizations may use to engender in their managerial employees strong feelings of ownership for their organizations, enhance managers" trust levels, and minimize their inclinations to leave their organizations. Theoretically, the study has analyzed and evaluated the extant theories of organizational commitment, reconciled differences among the various models, synthesized the multitude of disparate theories, models, concepts and definitions found in the literature of organizational commitment as a means of conceptualizing a new theoretical socio-psychological model of organizational commitment. In essence this effort should make a solid contribution to knowledge in the field and provide the foundation for future research in managerial commitment. Methodologically, the data used in this study were collected from four different organizations at two different time periods of three months apart. Both descriptive statistical analysis using SPSS 12 and structural equation modeling using AMOS 16 were used to analyze the data. The SEM analysis determined the predictive strength of the selected independent variables/antecedents, and Barron and Kenny"s moderator and mediator analysis identified the moderator and mediator effects of the independent variables on the dependent variable. The outcome from these analyses is a model which fits the two sets of data. Apart from other fit indices, the computations indicated insignificant Chi-sq. values of 16.113, p=.065 and 8.037, p=.442 for the two sets of data respectively. This particular finding confirms that the model is theoretically sound and is perhaps a unique development in the field of organizational commitment. The results of the study confirm that organizational commitment is a multidimensional theory with three major domains-affective, continuance, and moral commitment, each of which has a distinct conceptual foundation. The study also confirms that: (a) affective commitment is based predominantly on psychological factors; (b) moral commitment is founded on philosophical, ethical and sociological factors; and (c) continuance commitment which is socio-economic by nature focuses predominantly on risk, economic losses, economic gains and labor market conditions that indicate the availability/non-availability of suitable alternative employment.
International Journal of Business and Systems Research, 2022
Every employee in some way or another feels stress in their job due to their interaction with innumerable strategy, structure, systems, and styles continuously and inevitably. The ongoing pandemic across the globe has created a sense of mistrust, suspicion, and insecurity among the employees in almost every sector, increasing job stress and eroding organisational commitment, especially affective one; putting the survival of organisations at stake in the long run. However, organisations that will stand with employees extending their support and succeed in making their employees perceive the organisational support will not only keep at a bay the threat of survival but eventually will be the one to grow and prosper in the future. In the present paper, the researchers have explored the relationship between job stress, perceived organisational support, and organisational commitment among employees of higher education institutions in India using cross sectional research design and found that the erosion of organisational commitment that has resulted due to job stress during the pandemic can be restored through organisational support.
International Journal of Organizational Leadership
The current study tests an integrative model that considers the plausible effects of transformational and passive-avoidant leadership styles on employees' affective, normative, and continuance commitment to the organization. While leadership styles are treated as predictors of commitment, perceived stress is treated as a mediating factor in understanding the underlying mechanism of commitment. Data were collected from 232 white and blue-collar employees working at regional divisions of a privatized organization, monitoring Turkey's electricity distribution services. The hypothesized mediation model was tested using structural equation modeling. Using the bootstrapping method, the indirect effects of both transformational leadership and passive-avoidant leadership on affective and normative commitment via perceived stress were found to be significant. However, contrary to the expectations, the mediating effects of perceived stress were found to be insignificant for relations between transformational leadership and continuance commitment and between passive-avoidant leadership and continuance commitment. The overall results suggest that employees tend to feel less tension and stress and thus ultimately become more affectively and normatively committed to the organizations when the supervisors exhibit transformational leadership behaviors. Passive-avoidant leadership behaviors, on the other hand, act as distal predictors of affective and normative commitment via perceived stress. By enacting passively and showing ignorance to subordinates' needs, passive leaders seem to intensify workplace stressors for followers.
The Effect of Work Stress, Compensation, and Motivation to Organizational Commitment
The purposes of the study are to analyze the effect of work stress, compensation, and motivation to organizational commitment and determine the level of work stress, compensation, and employee motivation. The questionnaire data is obtained by 67 respondents. The descriptive statistical analysis is applied to determine the level of work stress, compensation, and motivation. The multiple linear regression analysis is applied to expose and investigate the influence of work stress, compensation, and motivation to organizational commitment whereas test the partial effect is done by t test and influence together done with test F. The research results is shown that the level of work stress, compensation, and motivation are in the moderate level. Moreover, it concluded that job stress, compensation, and motivation influence to organizational commitment together influence 79,8%, the rest equal to 20,2% is not another variable included in research model. Either managerial implications or organizational commitment is a relatively strong employee identification and involvement of employees to their organization. The conclusion for the company must either build or grow the commitment because with highly committed employee can minimize the costly of employee recruitment as consequently turnover ratio of company employees can be low.
International Journal of Business Management and Economic Review
This study was to analyze the effect of job stress, perceived organizational support, and training on employee performance either directly or indirectly through commitment in Bank Syariah Indonesia (BSI) Banda Aceh branch (BSI KC Banda Aceh Daud Beureueh I), located in Banda Aceh city, Indonesia. Respondents were determined by a census with a total of 126 employees, while the data analysis technique used was SEM. The result reveals that Job stress negatively affects commitment, perceived organizational support positively affects commitment, Training positively affects commitment, Job stress negatively affects performance, perceived organizational support positively affects performance, Training positively affects performance, Commitment positively affects performance, Job stress affects performance indirectly through commitment, perceived organizational support affects performance indirectly through commitment, and Training affects performance indirectly through commitment. These fi...
International Journal of Business and Systems Research, 2023
Every employee in some way or another feels stress in their job due to their interaction with innumerable strategy, structure, systems, and styles continuously and inevitably. The ongoing pandemic across the globe has created a sense of mistrust, suspicion, and insecurity among the employees in almost every sector, increasing job stress and eroding organisational commitment, especially affective one; putting the survival of organisations at stake in the long run. However, organisations that will stand with employees extending their support and succeed in making their employees perceive the organisational support will not only keep at a bay the threat of survival but eventually will be the one to grow and prosper in the future. In the present paper, the researchers have explored the relationship between job stress, perceived organisational support, and organisational commitment among employees of higher education institutions in India using cross sectional research design and found that the erosion of organisational commitment that has resulted due to job stress during the pandemic can be restored through organisational support.
Volume 5 - 2020, Issue 8 - August, 2020
The high level of turnover intention at Permata Keluarga Lippo Cikarang Hospital in the last 3 years has made the hospital management need to deal with it immediately. This research intended to find out and analyze those influence which came from work stress and work environment over turnover intention through organization commitment as a mediate variable. This research was designed by quantitative research with an explanatory to causality. Population and sample were all nurses on outpatient polyclinic at Permata Keluarga Hospital Lippo Cikarang which total numbered of 110 people. Data analysis method that used in this research was multiple linear regression analysis through path analysis to examine those influence between the research variables. The results and findings from this research was indicated that: 1) There had negative and significant influence from work stress to organization commitment; 2) There had positive and significant impact between work environment to organizati...
Antecedents and Consequences of Organizational Commitment: A Comparison of Two Scales
Educational and Psychological Measurement, 1999
The structural properties of two measures of organizational commitment, the Organizational Commitment Questionnaire and the Organizational Commitment Scale, were examined to establish similarities and differences in the measures. Next, the antecedents of age, gender, marital status, leader-member exchange, and justice and the consequences of job satisfaction, life satisfaction, nonwork satisfaction, intent to turnover, and job involvement were examined in relation to each scale. Results indicated that the scales differed with respect to the components of commitment each measured and the strength of the relationships each had with the antecedents and consequences. Suggestions for when the use of each scale might be appropriate are provided.
Relationship between job stress and organizational commitment: An empirical study of banking sector
E3 Journal of Business Management and Economics, 2016
Stress can be defined as experienced discrepancy between demand of environment and capabilities of individual. In every phase of life, every individual has to face stress. Employees in different organizations face stress. Especially in the banking sector, employees face great stress due to many stress antecedents like lack of support from supervisors, great pressure of work, problematic co-workers relationship and family and work life conflicts. All these stressors lead to low organizational commitment and absenteeism. The aim of this study is to check the impact of job stress on organizational commitment in the banking sector. For this purpose, 30 questionnaires were filled by the employees of 3 different banks. Results demonstrate the negative and significant relationship between job stress and organizational commitment. Results also show that stress is a major cause that decreases the employee's commitment towards the organization.
JURNAL APLIKASI MANAJEMEN, 2018
The purpose of this research is to analyze the impact of strategic leadership and role conflict on employee commitment with job stress as mediation. The study used 60 samples of employees from BPR Nusamba Ngunut Tulungagung as respondents. Research data were obtained through questionnaires and analyzed through SmartPLS. The results show significance for the impact of strategic leadership to job stress, role conflict to job stress, role conflict to employee commitment, job stress to employee commitment, and insignificant results on the influence of strategic leadership to employee commitment. Job stress mediates the influence of strategic leadership and role conflict to employee commitment.
IJCIRAS, 2019
The purpose of this study is to describe the influence of work family conflict and job stress on employee performance by organizational commitment as mediating. The type of this study is literature review. The result of this study showed that work family conflict and job stress have a negative and significant impact on employee performance, work family conflict and job stress also have a negative and significant impact on organizational commitment, organizational commitment has a positive and significant impact on employee performance.
2013
The aim of this study is to test the relationship between occupational stress and organizational commitment. Data were collected from three hundred and thirty four (334) medical information officers (also known as medical representatives) of national and multinational pharmaceuticals companies working in kpk, Pakistan. Physiological stress scale (seaward, 2005), Psychological stress scale (Ismail et al., 2009) and organizational commitment questionnaire (Porter et al., 1974) were used to measure Physiological stress, psychological stress and organizational commitment respectively. The results of correlation revealed that both physiological and psychological stress had a significant inverse relationship with organizational commitment. Multiple regression also proved that both independent variables which are physiological stress and psychological stress were responsible for fifty six percent variance in organizational commitment. We hope that this study will contribute to the existing...
Stress, Health and Well-Being: The Mediating Role of Employee and Organizational Commitment
International Journal of Environmental Research and Public Health, 2013
This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.