Does the balanced scorecard adoption enhance the levels of organizational climate, employees’ commitment, job satisfaction and job dedication?

Molina, Miguel Ángel; González, José Manuel Hurtado; Florencio, Beatriz Palacios; González, José Luís Galán

doi:10.1108/md-06-2013-0351

Cited by 28 publications

(13 citation statements)

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“…H5 hypothesizes that OC has a positive association with JS. Several previous studies [41,65,66] have obtained the positive and significant relationship between the organizational climate and job satisfaction. However, the results of the path analyses indicate (Table 3) that, with the presence of work style, there is no significant influence of OC on JS.…”

Section: The Influence Of Organizational Climate (Oc) On Job Satisfacmentioning

confidence: 90%

“…For example, Chen and Spector [62], Brockner [63], and De Cremer [64] have shown that negative leader-employee interactions have a negative influence on the employees' satisfaction, which results in signs of stress and unwillingness to go to work. Tsai [65], Hashemi and Sadeqi [41], Ángel Calderón Molina et al [66], and Ahmad et al [67] predict that the organizational climate has a significant effect on job satisfaction. In this paper, we introduce work style as a mediator.…”

Section: Mediator Between Organizational Climate and Job Satisfactionmentioning

confidence: 99%

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Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

et al. 2018

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People try to find the role of government in today’s modern society. Citizens of any country look forward to benefit from government services. Although the government implements laws and policies in all areas of society, people only know about it through government’s services. We describe a good government’s service of organization, department, unit, and division that has an appropriate human strategy. Purpose: Purpose of this study is to investigate which factors have been missing that connects and maintains the sustainability between the leadership style and employees’ satisfaction in the government sector of Mongolia. More specifically, the purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology: The questionnaire is designed by a synthesis of existing constructs in current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of the territory and administration of Mongolia. Factor analysis, a reliability test, a collinearity test, and correlation analyses confirm the validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. The sample of this study is chosen from the public organization. Mongolia is a developing country. This country needs good public leaders who can serve citizens. This study will be extended further. In addition, Mongolia really needs sufficient studies. Practical implications: This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of these findings are beneficial to organizations aimed at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although the leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between the leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that the organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. An appropriate leadership style is most effective when it matches the organizational climate as well as employees’ work style. Furthermore, a suitable organizational climate will increase the level of job satisfaction. If the work style of employees is respected and taken into consideration, the leadership style can find its way into job satisfaction. Originality/value: This study is the first to understand the motivators of job satisfaction in the government sector of Mongolia. This study suggests valuable findings for executive officers who are junior and primary unit’s officers of the register sector of government in Mongolia. The findings of this study help managers and executives in their effort develop and implement successful human resource strategies.

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Section: The Influence Of Organizational Climate (Oc) On Job Satisfacmentioning

confidence: 90%

Section: Mediator Between Organizational Climate and Job Satisfactionmentioning

confidence: 99%

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

et al. 2018

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“…For example, Chen & Spector (1991), Brockner (1988) and De Cremer (2003) have shown that negative leader-employee interactions have a negative influence on the employees' satisfaction, resulting in signs of stress and unwillingness to go to work. Tsai (2014), Hashemi & Sadeqi (2016), Molina et al (2014) and Ahmad, et al (2018) findings propagate that organizational climate has a significant effect on job satisfaction. In this paper, we introduce work style as a mediator.…”

Section: Mediator Between Organizational Climate and Job Satisfactionmentioning

confidence: 84%

“…H5 hypothesizes that OC has a positive association with JS. Several previous studies (Tsai, 2014;Hashemi & Sadeqi, 2016;Molina et al, 2014) have obtained the positive and significant relationship between organizational climate and job satisfaction. However, the results of the path analyses indicate (Table 3) influence of OC on JS.…”

Section: Mediation Of Work Style (Ws)mentioning

confidence: 85%

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees <strong> </strong>

Moslehpour¹,

Altantsetseg²,

Mou³

et al. 2018

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Purpose - The purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology - The questionnaire is designed by a synthesis of existing constructs in the current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of territory and administration of Mongolia. Factor analysis, reliability test, collinearity test, and correlation analyses confirm validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. Practical implications - This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of findings are beneficial to organizations aiming at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. Appropriate leadership style is most effective when it matches organizational climate as well as employees’ work style. Furthermore, suitable organizational climate will increases the level of job satisfaction. If work style of employees is respected and taken into consideration, leadership style can find its way into job satisfaction. Originality/value - This study is the first to understand the motivators of job satisfaction in government sector of Mongolia. This study suggests valuable findings for executive officers, junior and primary unit’s officers of register sector of government in Mongolia. The findings of this study help managers and executives in their effort to develop and implement successful human resource strategies.

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“…A working or practice based experience in this view, has clear cogency of any proposal, epistemically legitimate or not, therefore, is fundamental in defining what is to be transferred or exchanged to underpin the decision. Generalist authors note that there is developing interest in measurable cooperation (Marchand, Fowler, & Kokanovic, 2006;Servaes & Lie, 2013;Tucker & Thorne, 2013), and many would agree that there is an increased emphasis on examination of productivity based around this view (Ángel Calderón Molina, Manuel Hurtado González, Palacios Florencio, & Luis Galán González, 2014;Dulipovici & Baskerville, 2015;Pérez Mesa & Galdeano-Gómez, 2015).…”

Section: Introductionmentioning

confidence: 99%

Theoretical Development: Specialism, Achievement, Coordination, (SAC) Model – Kantian Perspective

et al. 2019

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Does the balanced scorecard adoption enhance the levels of organizational climate, employees’ commitment, job satisfaction and job dedication?

Cited by 28 publications

References 104 publications

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees <strong> </strong>

Theoretical Development: Specialism, Achievement, Coordination, (SAC) Model – Kantian Perspective

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Does the balanced scorecard adoption enhance the levels of organizational climate, employees’ commitment, job satisfaction and job dedication?

Cited by 28 publications

References 104 publications

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees&nbsp;<strong> </strong>

Theoretical Development: Specialism, Achievement, Coordination, (SAC) Model – Kantian Perspective

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Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees <strong> </strong>