Employee Share Ownership as Moderator of the Relationship between Firm-Specific Human Capital Investments and Organizational Commitment

Kaarsemaker, E.C.A.

doi:10.5771/0935-9915-2008-4-324

Cited by 2 publications

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“…Committed employees are purposely involved in the increase of organizational productivity; therefore, keeping such employees should be a high organizational priority, which parallels the aim of developing intellectual capital. In addition, scant research has been conducted to investigate the impact of intellectual capital on organizational commitment, the noticeable exceptions being Galunic and Anderson (2000), Kaarsemaker (2008), and Watson and Papamarcos (2002). These three studies targeted only one component of intellectual capital (e.g.…”

Section: Introductionmentioning

confidence: 99%

Intellectual capital and organizational commitment

2012

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Purpose -The purpose of this study is to determine whether personal assets or organizational investments from an intellectual capital perspective have an influence on employee commitment in the Taiwanese cultural creative industries. Design/methodology/approach -This study used a cross-level design to conduct a questionnaire survey. The research variables covered two levels: individual level (personal human capital and organizational commitment); and organizational level (organizational intellectual capital). The authors contacted 39 small and medium-sized enterprises (SMEs) in Taiwan's cultural creative industries, requesting their participation in the study, and 27 managers and 86 employees in 27 cultural creative firms provided research information. The response rate was 69 percent for managers and 44 percent for employees, respectively. Findings -The research results indicate that both personal human capital and organizational intellectual capital were antecedents of organizational commitment. For personal human capital, employees with higher levels of education are less committed to organizations. Tenured employees were found to be more committed to organizations. However, the authors did not find a significantly positive effect of personal age on commitment. In regard to organizational intellectual capital, the stocks of human capital and social capital increased organizational commitment. Interestingly, organizational capital reduced organizational commitment for employees in cultural creative industries. Originality/value -To the authors' knowledge, this is the first study to examine the cross-level antecedents of organizational commitment from an intellectual capital perspective. In addition, the authors provide some empirical evidence focusing on one emerging industry in Taiwan, i.e. cultural creative industries.

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Section: Introductionmentioning

confidence: 99%

Intellectual capital and organizational commitment

2012

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Psychological Research on Organisational Democracy: A Meta‐Analysis of Individual, Organisational, and Societal Outcomes

2019

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Our meta‐analytic review investigates how employee participation in democratic enterprises is related to psychological outcomes. We gathered 60 studies through a systematic literature search of quantitative field studies (published between January 1970 and May 2017) and extracted 138 effect sizes related to three indicators of organisational democracy (OD) and 15 psychological outcomes. The overall findings suggest that employees’ individually perceived participation in organisational decision making (IPD) had a stronger relation to job satisfaction (ρ = .25), job involvement/work motivation (ρ = .36), prosocial work behaviours (ρ = .24), civic and democratic behaviours (ρ = .21) and perceived supportive climate (ρ = .44) than the other two OD indicators: structurally anchored employee participation (SAEP) and employee participation in collective ownership (EO). This was not the case for value‐based commitment: the relations of SAEP (ρ = .40), EO (ρ = .34), and IPD (ρ = .46) with commitment were nearly equal. Mediation analyses indicated that IPD partially mediated most of the effects of SAEP and EO on the outcomes mentioned. The cross‐sectional database and a small number of studies for some of the outcomes are the main limitations of this study.

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Employee Share Ownership as Moderator of the Relationship between Firm-Specific Human Capital Investments and Organizational Commitment

Cited by 2 publications

References 0 publications

Intellectual capital and organizational commitment

Intellectual capital and organizational commitment

Psychological Research on Organisational Democracy: A Meta‐Analysis of Individual, Organisational, and Societal Outcomes

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