Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

Abstract

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Analysis of mediators method of was conducted. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

Open Innovation Community for University–Industry Knowledge Transfer: A Colombian Case

“…The aim of this analytical step is to statistically confirm that the indicators and latent factors chosen in the previous step are robust so that the further steps are based on solid ground. This step is customary in SEM analysis [70,71].…”

“…After the questionnaire items involved in the study were selected, exploratory factor analysis was usually done on the data [70]. We used this technique to validate our measurement scheme as follows.…”

The Impact of the Performance Appraisal Process on Job Satisfaction of the Academic Staff in Higher Educational Institutions

“…From a historic standpoint on the development of PA, in the 1970s it showed the performance on a scaled format to be popular, but by the 1980s this was changed mostly towards criteria/standards in PA to increase the accuracy in appraisal. Post-2000, it has mostly been focusing on specific contexts of PA and developments [11]. Although it has evolved, a common theme with PA has been important as a tool to capture and to assess the dimensions of performance of employees as well as to ensure the measures in place will lead to a positive impact for organisations [12].…”

Determinants of Organizational Citizenship Behavior of Contract Employees

“…As a form of work behavior, OCB often links the various roles of work attitudes as the main predictor of fostering work behavior. Producing employees with positive work behavior demands that organizations have employees who are not only able to behave in-role but also behave extrarole (Na-Nan et al, 2020). In general, in-role behavior is only associated with routine tasks related to rewards, on the other hand, extra-role behavior sees employees as social beings who want to go beyond their duties without formal rewards.…”