Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

Abstract

This research explored the impact of job satisfaction, the ethical behavior of coworkers, successful managers, and employees themselves. Also explored were six types of ethical climate on organizational commitment and its three dimensions, including affective, continuance, and normative commitment through an investigation on 476 Chinese insurance agents. The empirical results showed that ethical behavior of coworkers and a caring climate had a significantly positive impact on both organizational commitment and its three dimensions, while independence climate had no significant influence on overall organizational commitment or its three dimensions. Job satisfaction, ethical behavior of successful managers and employees themselves, and the other five types of ethical climates only had a significant impact on organizational commitment or some of its dimensions.

Factors Affecting Employee’s Retention: Integration of Situational Leadership With Social Exchange Theory

“…In China, organisations face fierce pressure to retain employees due to the shortage of skilled and talented employees ( Fu et al, 2020 ). Statistically, 44% of the top management in organisations operating in China view this issue as a critical barrier to employee retention ( Mashiah, 2021 ).…”

Anteseden Komitmen Organisasi di Amal Usaha Pendidikan Muhammadiyah

“…Menariknya, religiusitas menjadi faktor pembentuk komitmen yang paling familiar dibandingkan faktor-faktor lainnya. Hasil ini tentu berbeda jika merujuk pada berbagai literatur organizational commitment lainnya yang menempatkan faktor organisasi, kepribadian, motif personal sebagai anteseden utama (Bodjrenou et al, 2019;Fu et al, 2020;Lok & Crawford, 2001;Spanuth & Wald, 2017). Beberapa studi meta analisis pada dasarnya telah menjelaskan bahwa anteseden komitmen organisasi sangat bervariasi dan cenderung tidak konsisten.…”

“…Lebih lanjut dijelaskan bahwa individu/ karyawan yang memiliki organizational commitment cenderung memiliki kesediaan memberikan waktu, tenaga, dan pikirannya untuk menjadikan organisasi mereka berdaya saing serta terjaga eksistensinya (Meyer & Herscovitch, 2001). Perspektif organizational commitment menjelaskan bahwa seorang karyawan berkomitmen dengan tiga cara/ alasan yang berbeda/terdikotomi, atau merupakan akumulasi dari tiga alasan tersebut secara simultan, yaitu normative organizational commitment, continuance organizational commitment, dan affective organizational commitment (Bodjrenou et al, 2019;Fu et al, 2020;Graham & Nafukho, 2010;Jabri & Ghazzawi, 2019;Lok & Crawford, 2001;Meyer & Herscovitch, 2001;Spanuth & Wald, 2017).…”

“…Artinya, masih terdapat 83.1% variabel-variabel lainnya yang mampu memprediksi derajat komitmen organisasi karyawan dalam konteks penelitian ini. Faktor-faktor lain tersebut yang tidak diteliti dan berpotensi memberikan pengaruh adalah orientasi jangka panjang pengembangan organisasi di masa yang akan datang serta tipe kepribadian individu yang dinilai cukup menentukan komitmen organisasi (Bodjrenou et al, 2019;Fu et al, 2020;Lok & Crawford, 2001;Spanuth & Wald, 2017). Selain itu, pemberdayaan karyawan pada kegiatan yang bersifat konstruktif dan meningkatkan kompetensi mereka juga dinilai dapat menstimulasi tumbuhnya komitmen organisasi (Judeh et al, 2022).…”

Effect of Ethical Leadership on Moral Sensitivity in Chinese Nurses

“…extensively used across occupational populations in China. [38][39][40] The Moral Sensitivity Questionnaire (MSQ) comprised 9 questions adapted from the study of Lützén et al 7 and encompassed 3 subtopics under moral sensitivity: moral burden, moral strength, and moral responsibility. Employment type was set as the moderator variable and was scored as 1 (state-employed) or 2 (contractemployed).…”