High-involvement work processes and organizational commitment of female faculty in Saudi Arabia

BinBakr, Maha B.; Ahmed, Eman I

doi:10.1080/13603124.2018.1529819

Cited by 7 publications

(9 citation statements)

References 20 publications

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“…Few believe it brings negative outcomes, while a few others consider it a positive force to ensure quality. HIWP can bring several positive work outcomes such as well-being (T€ ornroos et al, 2020), organizational citizenship behavior (Gahlawat and Kundu, 2020), trust (Uribetxebarria et al, 2021) and organizational commitment (BinBakr and Ahmed, 2018). On the contrary, HIWP leads to some destructive outcomes such as burnout (Kilroy et al, 2017(Kilroy et al, , 2020.…”

Section: Introductionmentioning

confidence: 99%

High involvement work practices often lead to burnout, but thanks to humble leadership

Afshan

Kashif

Khanum

et al. 2021

JMD

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PurposeBased on the conservation of resources theory, this study aims to investigate high involvement work practices (HIWP) as an antecedent to burnout with a mediating role of perceived work–family (WF) imbalance. Moreover, this study examines whether humble leadership moderates the relationship between HIWP and WF imbalance.Design/methodology/approachUsing a time-lagged survey approach, data are collected from 200 employees working in the Indian services sector organizations.FindingsThe findings demonstrate that HIWP has a direct negative effect on burnout and an indirect effect via WF imbalance. Also, humble leadership moderates the relationship between HIWP and WF imbalance.Originality/valueBy studying the pessimistic view of HIWP in the Indian context, this study contributes to the scant studies available on its effect on burnout in collectivistic societies. Furthermore, humble leadership's moderating role in the relationship between HIWP and WF imbalance is unique to this study.

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Section: Introductionmentioning

confidence: 99%

High involvement work practices often lead to burnout, but thanks to humble leadership

Afshan

Kashif

Khanum

et al. 2021

JMD

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“…Continuance commitment, defined as “the cost associated with leaving” (Kanter, 1968, p. 504), could be perceived from different perspectives under different employment conditions; therefore, the cost of leaving could represent different organisational culture factors that variously affect academics' KS attitudes. Inconsistently, studies by Bibi and Ali (2017), BinBakr and Ahmed (2019), Neyestani et al. (2013) and Teh and Sun (2012) have suggested a positive relationship between continuance commitment and KS.…”

Section: Discussionmentioning

confidence: 95%

“…Additionally, continuance commitment is a strong determinant of KS behaviour amongst academics (Bibi and Ali, 2017). BinBakr and Ahmed (2019) detected continuance commitment with the highest correlation in relation to KS amongst 135 female faculty in Saudi Arabia. Bahramzadeh and Khosroabi (2012) revealed a positive strong relationship between normative commitment and KS amongst academics, while Neyestani et al.…”

Section: Literature Reviewmentioning

confidence: 94%

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The role of organisational commitment in knowledge sharing amongst academics: an insight into the critical perspectives for higher education

Fayda-Kınık

2022

IJEM

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Purpose This study investigates the interrelationships between the components of perceived organisational commitment (affective, continuance and normative commitment) and knowledge sharing (KS) intentions, attitudes and contributions amongst academics. It was hypothesised that organisational commitment has a positive mediating role in KS behaviours.Design/methodology/approach To reveal the interrelationships between the components of perceived organisational commitment and KS, a correlational research design through path analysis was employed.Findings There were significant correlations between organisational commitment components and KS. Participants with higher perceived affective commitment had higher levels of KS intentions. Similarly, participants with higher perceived normative commitment had higher levels of attitudes towards KS. However, higher levels of perceived continuance commitment were related to lower levels of expected contributions to KS.Research limitations/implications The study was limited to participants working for a state university in Turkey. In Turkish state universities, continuance and normative commitment may be regarded differently due to unique working conditions.Practical implications The results revealed that commitment to an organisation facilitates KS in higher education institutions, which suggests that administrators and practitioners should increase organisational commitment to create a working environment with more KS.Originality/value Although organisational commitment and KS have been investigated in educational settings previously, this study contributes to the literature by discovering the specific interrelationships between these factors, offering a more complete picture that could be beneficial for practice.

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“…HIWP segment information refers to the authoritative mission, objectives, approach, methodology, changes, explanations for pressing organizational choices, organizational problems (BinBakr & Ahmed, 2019). In addition to procuring information, including the number and nature of specializations.…”

Section: Introductionmentioning

confidence: 99%

The Role of Mediation on Work Practices and Employee Involvement

Fatimah¹,

Tahir

Ahmad

et al. 2021

Esensi

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Organizations face many challenges regarding employee engagement and employee job satisfaction. To increase the level of employee job satisfaction, HIWP must be implemented in order to have an impact on employee performance satisfaction. The purpose of this study was to examine the relationship between high-involvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge. This study investigates the relationship between the three variables. Here, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector. Regression analysis was used to test the hypothesis and Andrew F. Hayes model 4 was used to examine the mediating effect. The results showed that there was a significant relationship between the mediating variables and the effect of employee engagement. This study expands on HIWP employment and job satisfaction. The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees.

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High-involvement work processes and organizational commitment of female faculty in Saudi Arabia

Cited by 7 publications

References 20 publications

High involvement work practices often lead to burnout, but thanks to humble leadership

High involvement work practices often lead to burnout, but thanks to humble leadership

The role of organisational commitment in knowledge sharing amongst academics: an insight into the critical perspectives for higher education

The Role of Mediation on Work Practices and Employee Involvement

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