Affective and Normative Commitment as Intervening Variables of the Links between Ethical Leadership, Religiosity, and Fraud

Pulungan, Andrey Hasiholan; Adhitama, Purwaka; Hasudungan, Albert; Hasibuan, Basid

doi:10.24815/jdab.v7i2.16983

Cited by 5 publications

(4 citation statements)

References 57 publications

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“…This shows that H4 is accepted, that workload has a significant effect on employee performance. An increasingly heavy workload actually increases organizational performance and increases employee contributions in terms of performance (Pulungan et al, 2020). However, the moderating effect of workload actually weakens the influence of religiosity on performance, this is indicated by the path coefficient of 0.178 and t-count of 1.642, this means that high employee religiosity when added to a high workload will also decrease performance.…”

Section: Discussionmentioning

confidence: 99%

Impact of Religiosity, Work-related Stress on Job Performance and Workload as Moderating Variable

Robbie

Sayyaf

2022

IJSSB

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Islamic banks are a combination of conventional and sharia practices carried out in banking operations, different cultures will give birth to a dynamic condition. The main problem as described above is that employee performance is identical to Islamic values, this is caused by too much workload so that they have to continue to work beyond reasonable working hours or overtime. The number of employees who are absent due to various reasons. This study examines how religiosity, work stress on employee performance, and the effect of workload moderating variables on the relationship between religiosity and performance in Islamic banks in Pasuruan City. Data were distributed through questionnaires and in-depth interviews to 70 employees of Islamic Banks in Pasuruan City, East Java Province, Indonesia. Data collection through questionnaires was processed with SmartPLS data analysis. The results showed that religiosity had a positive and significant effect on work stress and employee performance, job stress had no significant effect on performance, and workload as a moderating variable weakened the influence of religiosity on employee performance.

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Section: Discussionmentioning

confidence: 99%

Impact of Religiosity, Work-related Stress on Job Performance and Workload as Moderating Variable

Robbie

Sayyaf

2022

IJSSB

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“…Each of the components contributes to the likelihood that the employee will stay in the organization for a longer period. Employees who demonstrate affective commitment voluntary remain in the organization, as they feel recognized and valued; employees who are committed to continue the work remain in the company because the job allows them to meet the needs of their desired lifestyle (Radzuan et al 2020), and employees who feel a normative commitment to the organization remain there due to normative pressure, such as loyalty and a sense of duty, family expectations, and pre-promotion in the organization (Pulungan et al 2020).…”

Section: Links Between Stress Employee Work Commitment Occupational C...mentioning

confidence: 99%

Occupational Stress-Induced Consequences to Employees in the Context of Teleworking from Home: A Preliminary Study

Raišienė

Danauskė²,

Kavaliauskienė³

et al. 2023

Administrative Sciences

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Challenges when many people moved their jobs from the office to home because of COVID-19 pandemic restrictions have put stress on employees’ daily routine and professional lives. This article investigated the experience of individuals working not at the office and disclosed consequences of occupational stress such as mental and physical exhaustion, social deprivation, decreased work commitment, professional cynicism, and professional burnout. The preliminary study was based on a survey of 202 employees in Lithuania who were teleworking from home throughout the pandemic. According to the results, it can be assumed that teleworking had rather negative effects on employee wellbeing, as many teleworkers tended to suffer mental and physical exhaustion and social deprivation when working from home within pandemic. The psycho-emotional state of employees seems to be a key factor influencing the intellectual resources of an organization in a period of uncertainty.

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“…El liderazgo ético se asocia con el compromiso normativo (H5), esta afirmación coincide parcialmente con (Pulungan et al, 2020). La teoría de intercambio líder-miembro (lmx) es una fuente explicativa de esta relación.…”

Section: Modelounclassified

Liderazgo ético y compromiso organizacional. El rol inesperado de la motivación intrínseca

Santiago Torner

2023

rev.univ.empresa

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El efecto del liderazgo ético sobre el comportamiento empresarial es un área de interés que no ha recibido suficiente atención en los últimos años. En consecuencia, esta investigación tiene como objetivo principal analizar la repercusión del liderazgo ético sobre el compromiso organizacional, utilizando la motivación intrínseca como variable mediadora, a través de cinco modelos independientes. La muestra está constituida por 448 empleados. El liderazgo ético se relaciona con el compromiso organizacional y, específicamente, con las dimensiones afectiva, normativa y de sacrificios percibidos (continuidad 2), pero no con la faceta de falta de alternativas laborales (continuidad 1). La motivación intrínseca es un mecanismo que facilita la relación del liderazgo ético con el compromiso organizacional y en concreto con el afectivo. Sin embargo, no logra explicar empíricamente cómo el líder ético se asocia con el compromiso normativo o de sacrificiospercibidos (continuidad 2). Como era de esperar, la motivación intrínseca no se relaciona, ni media, la falta de alternativas laborales (continuidad 1). En conclusión, la relación entre el liderazgo ético y el compromiso organizacional no depende, en todo caso, de la motivación intrínseca del seguidor.

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Affective and Normative Commitment as Intervening Variables of the Links between Ethical Leadership, Religiosity, and Fraud

Cited by 5 publications

References 57 publications

Impact of Religiosity, Work-related Stress on Job Performance and Workload as Moderating Variable

Impact of Religiosity, Work-related Stress on Job Performance and Workload as Moderating Variable

Occupational Stress-Induced Consequences to Employees in the Context of Teleworking from Home: A Preliminary Study

Liderazgo ético y compromiso organizacional. El rol inesperado de la motivación intrínseca

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