The mediating effect of organizational commitment and employee empowerment: how transformational leadership impacts employee knowledge sharing intention

This study examined the underlying process through which transformational leaders provide an influence on employees’ knowledge sharing intention by concentrating on mediating roles of psychological empowerment and employees’ commitment to organizations. The direct and indirect impacts of transformational leadership on knowledge sharing were explored. In order to test the proposed hypotheses, structural equation modelling analysis was conducted with a sample of 426 full-time employees in South Korea. The results of this study showed a significant direct effect of transformational leadership on psychological empowerment and organizational commitment, which in turn had a significant influence on employees’ knowledge sharing intention. Transformational leadership had only an indirect effect on knowledge sharing intention among employees. These results bring out the importance of mediating roles of employee’s attitudes, especially organizational commitment, for promoting knowledge sharing intention among employees.     

The barrier effect of conflict with superiors in the relationship between employee empowerment and organizational commitment

The author proposes the idea that conflict with superiors has a barrier effect in the positive relationship between employee empowerment and organizational commitment. Superiors with higher authority rankings set and pursue organizational goals and values to which employees with lower authority rankings are expected to become committed. Conflicts with those superiors may hinder empowered employees to develop or maintain high levels of organizational commitment. A questionnaire survey among 91 secondary school teachers in The Netherlands provides empirical support for this suggestion. The moderator effect of conflict with superiors that was proposed and found in this study suggests that psychological empowerment in the workplace interacts with other employee experiences in its effects on an employee's commitment to the organization.     

The barrier effect of conflict with superiors in the relationship between employee empowerment and organizational commitment

The author proposes the idea that conflict with superiors has a barrier effect in the positive relationship between employee empowerment and organizational commitment. Superiors with higher authority rankings set and pursue organizational goals and values to which employees with lower authority rankings are expected to become committed. Conflicts with those superiors may hinder empowered employees to develop or maintain high levels of organizational commitment. A questionnaire survey among 91 secondary school teachers in The Netherlands provides empirical support for this suggestion. The moderator effect of conflict with superiors that was proposed and found in this study suggests that psychological empowerment in the workplace interacts with other employee experiences in its effects on an employee's commitment to the organization.     

Measuring the learning organization culture,organizational commitment and job satisfaction in the Lebanese banking sector

The growing interest developed around the learning organization concept and its impact on work-related outcomes in the West has not been matched yet in other parts of the world. The purpose of this quantitative study was to identify the relationships among the learning organization culture, employee job satisfaction and organizational commitment in the Lebanese banking sector. Results showed positive and significant correlations among the different variables but no interaction effect of the Lebanese social patterns.     

Participation satisfaction and organizational commitment: moderating role of employee's cultural values

This paper explores the moderating role of cultural values on relationships between participation satisfaction (PS) and employees’ organizational commitment (OC). A survey of 1390 employees of Bharat Sanchar Nigam Limited, a Government of India Public Sector Undertaking providing telecommunication services across India, shows that PS is directly related to OC, and is moderated by employees’ cultural values at individual level. The form of moderation reveals: positive and insignificant relationship between PS and affective commitment for employees high in uncertainty avoidance; positive and significant relationship between PS and normative commitment for employees high in individualism/collectivism, low in masculinity/femininity, and low in power distance. No moderation has been found in the relationship between PS and continuance commitment.     

变革型领导、组织公民行为与心理授权关系研究

探讨变革型领导行为对下属的组织公民行为产生影响的作用机制,即变革型领导是否会通过心理授权的中介作用对下属的组织公民行为产生影响.采用结构方程模型的方法分析了变革型领导行为、组织公民行为以及心理授权的不同维度之间的关系,研究的样本包括高科技组织中282名员工以及他们所对应的领导者.研究结果表明,变革型领导行为通过心理授权作为中介变量对下属员工的组织公民行为具有显著的影响作用;心理授权中的意义性和自我效能两个维度在变革型领导与组织公民行为之间起到中介作用;关系导向和任务导向的变革型领导对心理授权和组织公民行为的不同维度产生影响作用的路径是不同的.     

Training and organizational commitment: exploring the moderating role of goal orientation in the Lebanese context

In this study, we investigated the impact of organizational training on organizational commitment and whether goal orientation moderates the relationship between training and commitment. The sample consisted of 124 employees from different industries in the country of Lebanon. Multiple regression and hierarchical moderated regression were used to test hypotheses. The results of the analysis showed that training has a significant effect on organizational commitment. Moderation analysis showed that the relationship between training and affective commitment was stronger for individuals who had higher levels of learning goal orientation. Performance goal orientation failed to moderate the relationship between training and affective commitment. Ultimately, this suggests that advanced training offered to individuals with performance goal orientations may not necessarily increase their commitment to their employer, in contrast to individuals with learning goal orientations. Theoretical and management implications in the context of Lebanon are proposed.     

组织学习影响因素、学习能力与绩效关系的实证研究

回顾了国内外关于组织学习理论及组织学习与绩效关系方面的研究成果,基于中国201家企业调查数据,对采用定性方法提出的组织学习过程模型(6P-1B模型)进行了定量的实证研究.结果表明:6P-1B模型提出的7个方面的组织学习能力与组织绩效有紧密的正相关关系;各组织学习能力的机理要素与各组织学习能力之间有紧密的正相关关系;企业所感知的外界环境的变化程度不同、员工之间的目标正相关程度不同,使得企业在组织学习的机理要素方面的表现存在显著差异.这些研究结果对6P-1B模型的理论逻辑提供了一定的统计检验的支持,同时也给管理者提供了一些关于如何提高组织学习能力的方法和启示.     

Training and organizational commitment among nurses following industry and organizational change in New Zealand and the United States

This survey study examines the relationship between employee attitudes related to training and organizational commitment among a sample of nurses in New Zealand and the United States. The magnitude of recent restructuring to New Zealand's public health system allows for an examination of employee attitudes towards training and organizational commitment in comparison to nurses from similar sized hospitals in the United States. Results show that perceived access to training, supervisory support for training, motivation to learn from training and perceived benefits of training were positively related to the affective and normative components of organizational commitment. Several significant differences were found on both training and organizational commitment variables between New Zealand and the United States. The findings are discussed in terms of their theoretical and practical application to human resource development (HRD) outcomes and the management of HRD in health care settings.     

Relationship between participation in communities of practice and organizational socialization in the early careers of South Korean IT employees

This paper focuses on the relationship between participation in communities of practice (CoP) and organizational socialization of informational technology employees in their early careers. In this paper, the authors limited their research to CoP, which were recognized and supported by the organization. Results showed that participation in CoP was more strongly related to adjustment (job satisfaction, organizational commitment and intention to remain) than to learning (sense of belonging to the organization and role comprehension) when the characteristics of CoP and the degree of participation were controlled. The intensity of participation in CoP was significantly related to the socialization outcomes while there were no relationships between the length of participation and the socialization outcomes. Recommendations for future research include the use of objective rather than self-reported data, longitudinal research, the identification of other variables related to learning in CoP, and consideration of variations in national and organizational culture.     

企业文化的激励功能及其对员工工作满意度影响研究

在文献回顾的基础上,将企业文化分成7个维度,然后研究这些维度对员工的激励作用,并建构相应的理论假设.在研究方法上,对企业员工采取问题调研,通过对所收集的数据进行回归分析,得出企业文化中的尊重员工、授权与奖励公平性3个维度对员工满意度有着显著的积极影响.研究还发现,人员的职级对这种关系有着一定的调节作用,授权维度对普通员工表现出显著性,而对管理人员无显著性;尊重维度对管理人员表现出显著性,而对员工则未表现出显著性.     

The moderating effects of value similarity and company philosophy on the climate-commitment relationship

The present study examines the moderating effects of two components of culture (value similarity and company philosophy) on the relationship between organizational climate and commitment. Moderator regression analyses reveal that value similarity has a direct effect on levels of commitment but does not moderate the climate-commitment relationship. In contrast, company philosophy is found to affect commitment directly but also to moderate the relationship between the reward and consideration dimensions of climate and organizational commitment. The results provide support for a culture-based explanation of commitment and offer some insights into the linkage between climate and organizational culture.     

中国职工组织承诺的结构模型研究

在访谈、项目收集、多次预试和科学检验的基础上 ,研制了一套“中国职工组织承诺问卷”.采用多元统计解析方法中的因素分析 ,探讨了中国企业职工组织承诺的心理结构 ,提出了五因素模型 .这五种基本的承诺类型是 :感情承诺、规范承诺、理想承诺、经济承诺和机会承诺 .     

Birds of a feather: Leader-member demographic similarity and organizational attachment in Mexico

Although a number of studies have investigated the consequences of leader-member similarity in the United States, there has been a dearth of research on its effects in other countries. Using a sample of 135 Mexican workers and their managers, this study assessed the effects of leader-member demographic similarity on members' organizational attachment (absence and organizational commitment) in a North Mexican manufacturing facility. Results showed that leader-member gender similarity was negatively associated with absence, and this effect was stronger for dyads with female leaders than for dyads with male leaders. Age similarity had mixed effects on attachment. While it had a negative association with absence (an indicator of lack of attachment), it also had a negative association with organizational commitment (an indicator of attachment). These findings are interpreted in the context of social psychological phenomena and elements of Mexican culture.     

组织创新、组织学习与绩效——一个调节效应模型的实证分析

以我国珠江三角洲地区217家企业为调查对象,对组织创新、组织学习与绩效之间的互动影响,以及基于三者关系建立的调节效应模型进行了实证研究.层次回归分析结果表明,组织学习在组织创新与绩效关系之间确实具有显著的调节效应,说明组织学习的高低水平会影响组织创新与绩效之间的关系,企业组织学习的水平越高,组织创新对绩效的促进影响作用越显著.     

Learning organization,organizational culture,and affective commitment in Malaysia: A person–organization fit theory

ABSTRACT

Based on person–organization fit theory, this article moves beyond theories of motivation and social exchange relationships that have often been used in commitment literature. This article contributes to understanding perceptions of organizational culture (OC) and affective commitment (AC) through perceptions of a learning organization (LO). Such understanding helps to tackle current commitment issues in Malaysia through strategic human resources development (HRD) planning and deploying organization development activities. We examined: (a) the extent to which organizations with an embraced LO mediated OC and AC, (b) the most influential component of OC in promoting employee AC, and (c) the most important component of LO for influencing OC and AC. We obtained 516 respondents (64.5% response rate) in selected Malaysian private organizations. It was concluded that LO mediated the relationship between OC and AC. Respect for people was an influential factor of OC for AC, while empowerment played a significant role in LO culture mediating the relationship between OC and AC. HRD practitioners should strategically plan organizational activities, norms, and policies that promote organizational learning processes and a learning culture to enhance AC.     

An exploratory factor analysis of workplace learning,job satisfaction,and organizational commitment in small to midsize enterprises in Taiwan

The purpose of this study was twofold: (1) to identify the factor structures associated with three Western-developed instruments (Small Business Workplace Learning Survey, Minnesota Satisfaction Questionnaire, and the Organizational Commitment Questionnaire, hereinafter referred to as SBWLS, MSQ, or OCQ) used to assess workplace learning, job satisfaction, and organizational commitment when applied in a non-Western setting; and (2) to determine if individuals who differed in terms of selected demographic variables, differed in terms of the derived constructs. The factor analytic structure of each instrument which was originally established using Western samples was compared to the factor structure results obtained for an Eastern sample. Quantitative data were collected from employees in 26 small to midsize IT companies in Taiwan. A total of 206 valid surveys were obtained and analysed out of 450 that were distributed. The factor structure of each instrument generated from this study appeared to be substantially different from those obtained for the original instruments. The researchers suggest that the highlighted structure deviations reflect some culturally oriented factors which might be useful for developing more indigenous instruments. Regarding the participants' demographic variables, no differences in terms of SBWLS, MSQ, or OCQ were found for Gender, Age and Tenure. Marital status was significant in terms of MSQ and OCQ. Educational level was significant for SBWLS and OCQ.     

企业员工文化匹配、组织承诺和工作绩效的关系研究

员工的工作绩效构成企业的组织绩效的微观基础,研究工作绩效与其他组织变量之间的关系,可为提高员工工作绩效提供新的思路和方法.在探讨个人-企业文化匹配与工作绩效关系的基础上,发现了组织承诺是文化匹配影响工作绩效的中介变量,构建了个人-企业文化匹配通过组织承诺影响工作绩效的关系模型,从文化匹配的角度提出了改进工作绩效的建议.     

市场导向对组织创造力的非线性作用机理——组织二元结构文化与创业导向的影响研究

在我国加快实施创新驱动发展战略中,如何提升企业组织创造力以促使企业创新变得至关重要。企业战略是影响组织创造力和创新的重要情境因素。市场导向和创业导向是新兴经济体国家的企业发展的战略核心。然而,现有研究对市场导向与企业创造性产出之间关系的观点却不一致。创业导向如何影响市场导向对组织创造力的作用也尚未得到关注和研究。本研究以145家企业的979份高层管理人员与核心员工的套问卷数据为样本,研究发现：市场导向对组织创造力产生倒U型影响,且倒U型影响通过二元结构文化（一致性文化与适应性文化）的不同传导机制而产生,即：一致性文化在市场导向与组织创造力之间正向中介效应随市场导向的增强而减弱,并在高度市场导向时转变为负向中介效应,而适应性文化在市场导向和组织创造力之间发挥部分中介效应。研究还发现：市场导向对组织创造力的倒U型影响受创业导向的调节作用,即：当创业导向较高时,市场导向对组织创造力的积极影响随市场导向的增强而逐渐增强,反之,则逐渐减弱。研究结论为提升企业组织创造力提供新的思路和理论参考。     

Leader–member exchange and organizational dehumanization: The role of supervisor’s organizational embodiment

This research examined the negative relationship between leader–member exchange (LMX) and organizational dehumanization (i.e., employees’ perceptions that their organization treats them like tools), and specifically the consequences of this LMX–dehumanization relationship on employees’ emotional exhaustion, affective commitment, and voice behaviors. Further, given that supervisors act as representatives of the organization, we argued that these relationships would be stronger for employees identifying their supervisor with the organization (i.e., high supervisor’s organizational embodiment). Across two samples, results showed that high-quality LMX was negatively associated with organizational dehumanization. Further, organizational dehumanization was found to mediate the relationships between LMX and outcomes (i.e., emotional exhaustion, affective commitment, and voice behaviors). Finally, the mediation model was moderated by supervisor’s organizational embodiment. More specifically, the negative effects of LMX on organizational dehumanization and its subsequent outcomes were stronger when leaders were perceived as sharing many characteristics with their organization. This research expands the recent and scarce knowledge on the determinants, boundary conditions and outcomes of organizational dehumanization. Our findings suggest that interpersonal relationships at work and, in particular, very common supervisor-related perceptions should be considered when examining organizational dehumanization.