The Influence of Leader-Member Communication on Organizational Commitment in a Central European Hospital

doi:10.12700/aph.12.3.2015.3.7

Cited by 4 publications

(4 citation statements)

References 37 publications

(93 reference statements)

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“…Marketing and Management of Innovations, 2022, Issue 1 97 http://mmi.fem.sumdu.edu.ua/en (Sulistyadi et al, 2016), education (Farooqui, 2012;Seyal and Afzaal, 2013), the local government (Ibrahim et al, 2014), the automotive industry (Subramani et al, 2015) and the healthcare industry (Konya et al, 2015). None had so far explored the mediating effect of organizational climate among workers in the banking industry of Malaysia.…”

Section: Leader-member Exchangementioning

confidence: 99%

Developing organizational citizenship behaviour: organizational climate and leader-member exchange effects

Vasudevan

Aslan

2022

MMI

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Supervisory behaviour has influenced a better working climate, which has led to the employees' desire to achieve a favourable outcome for the business involved. If the leaders do not contribute constructive behaviour, the staff may desire a poor outcome. Banks were chosen because they participate in a high-quality endeavour to build leader-member exchange relationships among workers. By examining employees' citizenship behaviour, the findings of this study could be used to improve the quality of leader-member exchange and the work environment. An effective organizational climate must incorporate the leader-member exchange strategy to improve employees' working environments, leaders-followers relationships, and employees' citizenship behaviour. The importance of this study is to determine that organizational climate is a visible value that has been in existent within the employee's behaviour and action. This study aims to assess the mediating role of the organizational climate on the relationship between leader-member exchanges on organizational citizenship behaviour. Reviewing underpinning theories based on underlying concepts, theoretical background, current definitions, and various types of collaborative writing gathered from the educational setting resulted in a theoretical framework. The quantitative and purposive sampling methods have been used to achieve the research questions and hypothesis. Samples were taken that amounted to 384 respondents in the commercial banks, Kuala Lumpur, Malaysia. Descriptive statistics analysed the variables, correlation and Structural Equation Modelling (SEM) using IBM Statistical Package for Social Sciences (SPSS) and SMART PLS 3. Findings of this study reveal that organizational climate has a positive relationship with significant levels on the leader-member exchange and organizational citizenship behaviour. This study suggests that it be pursued further in the Asian and Western contexts due to the development of organizational citizenship behaviour. Because it is fundamental for many organizations to develop their company profile to achieve good changes so that human resource management is strategized in the hiring and retaining system for highly committed employees to organizations.

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Section: Leader-member Exchangementioning

confidence: 99%

Developing organizational citizenship behaviour: organizational climate and leader-member exchange effects

Vasudevan

Aslan

2022

MMI

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“…Fundamental is leadership behavior [61], which should be based on authenticity [74], and be spiritual [75], transactional [66,76], health-oriented [77], and task-oriented [78]. Communication with superiors [79,80], quality of supervision [55,81], mentoring relationship [82], and praise and recognition by superiors [60,61,83] are also important.…”

Section: Factors That Enhance Organizational Commitmentmentioning

confidence: 99%

Model of Organizational Commitment Applied to Health Management Systems

Rodríguez‐Fernández

Herrera

Heras-Rosas

2021

IJERPH

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In this paper, we try to build on the problems surrounding the management of human resources in health care organizations worldwide. After the analysis of the reviewed literature, we detected that the scientific community considers several recurring themes that need attention: stress, burnout, and turnover intention. Based on this, we developed a model of organizational commitment that aims to achieve performance and health quality, its main result the establishment of the appropriate management policies in order to avoid the abandonment of the organization through the search for commitment and job satisfaction. Amongst our main conclusions, we highlight the need to implement a human resources model for hospital administrators based on the relationships with “patients” not “clients” through the maintenance of a positive and strong atmosphere of staff participation. It is important to develop innovative practices related to clear job design that eliminate reasons for ambiguity and stress in executing the tasks of the healthcare system. Finally, we urge training programs in transformational leadership to promote the well-being and organizational commitment of employees.

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“…It took place in various private and public (state-owned) organizations, from various fields of operation and various organizational sizes from Serbia's Central European Autonomous Province of Vojvodina, as well as, Hungary's Csongrád and Bács-Kiskun Counties as a part of a broader study, which in its focus included investigations of the relationships between various leadership and organizational behavior variables. Results of this study, as well as, the theoretical and methodological background were published in 2015, in papers and conference proceedings [e.g., 36,37]; the overall results are planned to be published during 2015/2016. The data collection method included both physically distributed questionnaires and online surveys, however, the first method being the dominant one.…”

Section: Sample and Proceduresmentioning

confidence: 99%

“…The second questionnaire measured Organizational Commitment with the widely used 15-item Organizational Commitment Questionnaire -OCQ [4], on a standard 5-point Likert Scale, from "completely disagree" to "completely agree". This questionnaire is the most widely used instrument for measuring organizational commitment [c.f., 14,36,38], with investigated and proven psychometric characteristics and is often used, for measuring commitment within a wide range of job categories [39]. It includes items concerning the employee's perceptions about their loyalty to the organization, their willingness to completely, engage in activities that achieve organizational aims and their acceptance of organizational values [4].…”

Section: Instrumentsmentioning

confidence: 99%

The Influence of Demographics, Job Characteristics and Characteristics of Organizations on Employee Commitment

Kónya¹,

Matić²,

Pavlović³

2016

ACTA POLYTECH HUNG

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How individuals behave in organizations became an emerging topic among both the scientific and business world during the past decade. Commitment of employees to their work and the organization is considered an important indicator of successful organizational behavior. Previous research on the demographic and individual characteristics of employees, as well as, job and characteristics of organizations has shown that they have significant influence on organizational commitment. This paper intends to reveal some crucial information on how these characteristics influence organizational commitment in Central European organizations. Our analysis resulted in several important findings, revealing some interesting differences and when compared to other studies conducted in mostly western developed environments: 1) Gender does not have any influence on organizational commitment 2) Characteristics of organizations and most demographic characteristics have little effect on organizational commitment 3) Job characteristics have strong impact on organizational commitment in CentralEuropean Organizations The research, in this paper, is part of a broader study, investigating the mutual influence of several leadership and organizational behavior related variables. Additional, partial results of this study, published in papers and conference proceedings from 2014, with the overall results scheduled for publishing in 2015.

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The Influence of Leader-Member Communication on Organizational Commitment in a Central European Hospital

Abstract: It is clear that accomplishing the goals of leadership can be easier and the process is far more successful, if both leaders and their coworkers

Cited by 4 publications

References 37 publications

Developing organizational citizenship behaviour: organizational climate and leader-member exchange effects

Developing organizational citizenship behaviour: organizational climate and leader-member exchange effects

Model of Organizational Commitment Applied to Health Management Systems

The Influence of Demographics, Job Characteristics and Characteristics of Organizations on Employee Commitment

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