Telecom companies working under a rapidly changing and highly competitive environment. These companies must encourage and motivate their employees to improve individual and organizational performance. Researchers and practitioners recognize the importance of organizational commitment, work engagement, and organizational citizenship behavior, especially, when available HRD climate. Using a sample of two hundred and forty-six employees from three Saudi telecom companies completed the survey with response rate 61.5%, this study examined the impacts of HRD climate on two positive work attitudes represented in organizational commitment and work engagement, and positive extra-role behaviors represented in organizational citizenship behavior. In the current study, HRD climate was found to significantly and positively influence organizational commitment, work engagement, and organizational citizenship behavior. The current study also provided a set of practical applications and future directions according to what has been discussed from the results.
Using a sample of two hundred and ninety two administrative employees from five universities in Egypt completed the survey, the survey response rate was 58.4%, this study examined whether organizational cynicism mediated the effects of workplace perceptions represented in distributive, procedural, interactional justice (DJ, PJ and IJ), perceived organizational support (POS), and Perceived of Psychological Contract Breach (PPCB) on workplace incivility. DJ, PJ, IJ and POS were found to significantly and negatively influence both organization cynicism and workplace incivility. PPCB was found to significantly and positively influence both organization cynicism and workplace incivility. Results from Structural Equation Modeling (SEM) also showed that organizational cynicism partially mediates the relationship among DJ, PJ, IJ, POS, and PPCB and workplace incivility. Implications for research and practice of our findings are discussed.
Using a sample of two hundred and ninety two administrative employees from five universities in Egypt completed the survey, the survey response rate was 58.4%, this study examined whether organizational cynicism mediated the effects of workplace perceptions represented in distributive, procedural, interactional justice (DJ, PJ and IJ), perceived organizational support (POS), and Perceived of Psychological Contract Breach (PPCB) on workplace incivility. DJ, PJ, IJ and POS were found to significantly and negatively influence both organization cynicism and workplace incivility. PPCB was found to significantly and positively influence both organization cynicism and workplace incivility. Results from Structural Equation Modeling (SEM) also showed that organizational cynicism partially mediates the relationship among DJ, PJ, IJ, POS, and PPCB and workplace incivility. Implications for research and practice of our findings are discussed.
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