Effects of union commitment on job performance in China

Huang, Wenyuan; Yuan, Chuqin; Shen, Jie; Li, Min

doi:10.1108/pr-06-2019-0323

Cited by 9 publications

(8 citation statements)

References 35 publications

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“…Currently, only two of the three variables mentioned have been examined in prior research. For example, a number of studies have shown that employee performance is the result of organizational commitment (Indarti, Solimun, Fernandes, & Hakim, 2017;Huang, Yuan, Shen, & Li, 2020;AlMazrouei & Zacca, 2021). Furthermore, as of November 28, 2020, few studies on employees had been published in COVID-19-related organizational behavior papers.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Commitment Organizational Dimensions Between Job Involvement on Employee Performance: A Cross-Sectional Study

Suparna¹,

Noor²

2021

APMBA

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Organizations often cite high job involvement as a critical success factor in achieving higher performance, and it is reinforced by three dimensions of engagement. Therefore, this study was performed to evaluate the functions of three dimensions of organizational commitment regarding employee performance and job involvement. This research was performed via a survey of 346 National Private Banks' supervisors and employees in Banten Province, Indonesia. Then, the hypothetical relationship of the collected data was tested by applying the partial least-squares structural equation. Consequently, the results showed that job involvement influenced normative and affective commitment. These two dimensions were also noted to significantly affect employee performance. Finally, the association between employee performance and job involvement was shown to be influenced by affective commitment. On the contrary, normative and continuance commitment did not mediate this relationship. There was also no support for continuance and normative commitments nor the relationship of job involvement with employee performance. Therefore, job involvement improves employee performance through affective commitment. This implies that human resources managers need to through available resources to promote job involvement and the three dimensions of organizational commitment in their employees. Further study is recommended to test the mediating effect on this relationship.

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Section: Introductionmentioning

confidence: 99%

The Mediating Role of Commitment Organizational Dimensions Between Job Involvement on Employee Performance: A Cross-Sectional Study

Suparna¹,

Noor²

2021

APMBA

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“…Thus, a less conservative cutoff value of 0.80 has also been used for TLI (e.g. Cui et al , 2020; Felicio et al , 2015; Glazer and Beehr, 2005; Huang et al , 2020; Schreurs et al , 2020). Given the large number of indicators (i.e.…”

Section: Resultsmentioning

confidence: 99%

High-performance work systems and thriving at work: the role of cognitive appraisal and servant leadership

Wang

Ren

Meng

2021

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PurposeThe purpose of this paper is to provide a balanced and nuanced understanding of the relationship between high-performance work systems (HPWS) and employee thriving at work by aiming to consider the “dark-side” of HPWS and to uncover the “black box.”Design/methodology/approachThis research draws from data from 377 employees nested in 77 work teams and tests a multilevel moderated mediation model using multilevel path analysis.FindingsThe findings indicate that employees appraise HPWS as both a challenge and a hindrance simultaneously. The challenge appraisal associated with HPWS positively influences employees' thriving at work whereas hindrance appraisal of HPWS negatively influences thriving experience. The results also support the hypothesized relationships in which servant leadership moderates the indirect effect of HPWS on employee thriving via challenge and hindrance appraisals accordingly.Originality/valueThis research demonstrates both positive and negative sides of HPWS as evaluated by employees in relation to an important employee outcome of thriving at work. It enriches the strategic HRM literature by identifying the “black box” of HPWS-employee outcomes and associated boundary condition from the theoretical perspective of cognitive appraisals.

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“…A good and effective exploration needs a transparent management plan (Saunders et al, 2009) that captures thoroughly the universal realities (Huang et al, 2020). Accordingly, we selected quantitative methods for this study.…”

Section: Design and Respondentsmentioning

confidence: 99%

Personality traits, organizational cynicism and employee performance among academic leaders

Soomro

Saraih

Ahmad

2022

IJEM

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PurposeThis study examines the effect of personality traits on organizational cynicism (OC). It explores, also, OC's predictive power on Employee Performance (EP) in Pakistan.Design/methodology/approachThis is a quantitative study in which the authors employed a survey questionnaire to collect cross-sectional data from the academic leaders of Pakistan's Higher Education Institutes (HEIs). The authors utilized 325 usable cases to arrive at this study's findings.FindingsThe Structural Equation Model (SEM) analysis shows a positive and significant effect of agreeableness, extraversion, Emotional Stability (ES), conscientiousness and openness to experience on Cognitive Cynicism (CC), Affective Cynicism (AC) and Behavioural Cynicism (BC). Moreover, CC, AC and BC have proven to be negative and insignificant predictors of EP.Practical implicationsThis study's findings offer additional insights to understanding the direct connection between personality traits, OC and EP. Therefore, the findings support the development of effective policies and organizational setups to manage OC through personality traits. The findings assist, also, in understanding OC and its adverse effects on EP. Finally, the findings further add to the depth of the literature through empirical confirmation by academic leaders.Originality/valueThis study's findings offer the original contribution of personality traits, OC and EP among HEIs' academic leaders in a developing country.

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Effects of union commitment on job performance in China

Cited by 9 publications

References 35 publications

The Mediating Role of Commitment Organizational Dimensions Between Job Involvement on Employee Performance: A Cross-Sectional Study

The Mediating Role of Commitment Organizational Dimensions Between Job Involvement on Employee Performance: A Cross-Sectional Study

High-performance work systems and thriving at work: the role of cognitive appraisal and servant leadership

Personality traits, organizational cynicism and employee performance among academic leaders

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