The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

Nanjundeswaraswamy, T S

doi:10.1108/jeas-02-2021-0029

Cited by 21 publications

(12 citation statements)

References 101 publications

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“…Similar findings have been reported recently from non-Western studies (Cherif, 2020; Mwesigwa et al. , 2020; Nanjundeswaraswamy, 2021). The plausible explanation could be that employees' satisfaction with certain aspects of their job may lead to enhanced AC.…”

Section: Discussionsupporting

confidence: 92%

Does the perception of organizational justice determine employees' affective commitment? The mediating role of organizational trust

Malla

Malla²

2022

BIJ

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PurposeThe purpose of this paper is to identify select antecedents for affective commitment (AC) and whether organizational trust (OT) mediates the relationship between dimensions of organizational justice (OJ) and AC.Design/methodology/approachUsing a survey-based design, data were collected from employees across industry verticals who were working in various organizations and participated in an executive management program at an Indian management institute. Analysis was carried out using a partial least square-based package of ADANCO 2.2.1.FindingsIn line with cross-cultural research, the results indicated that distributive and informational justice contribute toward employees' AC. In addition, the findings confirmed that OT mediates the justice-AC relationship for distributive, interpersonal and informational justice. The role of job satisfaction (JS) as an important antecedent was also identified.Practical implicationsThe evidence-based findings, as represented in importance–performance map analysis (IPMA), will help the organizational leaders understand the factors responsible for employees' AC. Leaders will appreciate the important role played by justice, fairness and OT in enhancing commitment. The importance of JS was also highlighted.Originality/valueThis is a pioneering study to provide empirical evidence of the moderating effect of trust on OJ and the AC relationship. It is also one of the first to consider all of the four dimensions of OJ as possible antecedents for AC in a non-Western context.

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Section: Discussionsupporting

confidence: 92%

Does the perception of organizational justice determine employees' affective commitment? The mediating role of organizational trust

Malla

Malla²

2022

BIJ

View full text Add to dashboard Cite

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“…Moreover, satisfaction directly affects commitment, something that is line with the findings of previous empirical studies (e.g., Mitonga-Monga, 2018;Nanjundeswaraswamy, 2021), while commitment affects organizational identification, something that has find very limited support in the literature.…”

Section: Hypotheses Testingsupporting

confidence: 84%

Factors Affecting Employee Retention: Proposing an Original Conceptual Framework

Chatzoudes¹,

Chatzoglou²

2022

IJEBA

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Purpose:The purpose of the present empirical study is to examine the factors that have an impact on the turnover intention of European employees, with an emphasis on the mediating role of working conditions. Design/Methodology/Approach: This study follows a quantitative approach. An original conceptual framework (research model) has been developed and empirically tested, using primary data collected from employees in five different European countries. Findings: The study, among others, underlines the huge impact of employee commitment and job satisfaction on increasing the intention of employees to stay in the same company, while it also highlights the mechanism that impacts employee retention. Practical Implications: The study suggests that companies should built supportive working relationships, good organizational climate, and develop supportive HR practices. Retention can be indirectly influenced by focusing on the overall conditions of the workplace (e.g., work environment, supervisor support) and on HR initiatives (e.g., career opportunities). Originality/value: The proposed conceptual framework synthesizes the finding of numerous previous studies, offering a holistic approach that can enhance the understanding about the issue of employee retention. It categorizes the antecedents of retention in three dimensions; tangible, intangible and strategic. Finally, the present study collects empirical data from five European countries, an approach rarely adopted in the existing literature.

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“…, 2018; Dhamija et al. , 2019; Nanjundeswaraswamy, 2021). But there is no study on the QoWL scale as a formative assessment across the world.…”

Section: Literature Reviewmentioning

confidence: 99%

“…New scale development in the area of QoWL is required in India because it can be seen in Table 1 that there is a limited study available on QoWL scale development in an Indian work setting. Measurement of QoWL as a scale development and validation were few available in the Indian context (Rastogi et al, 2018;Dhamija et al, 2019;Nanjundeswaraswamy, 2021). But there is no study on the QoWL scale as a formative assessment across the world.…”

Section: Literature Reviewmentioning

confidence: 99%

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A formative measurement model and development of quality of work-life scale based on two-factor theory: evidence from Indian private industries

Yadav

2022

BIJ

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PurposeThis study examines the quality of work-life (QoWL) as a formative construct and validates the scale in an Indian context. Taking a cue from the two-factor (Herzberg) theory, the study developed and validated a formative assessment model of QoWL in the current scenario.Design/methodology/approachCross-sectional data and a self-administered questionnaire were used to analyze the QoWL scale based on a sample of 841 respondents from IT/ITES, BFSI, CPG and manufacturing sectors. Indicators/items of QoWL were considered a first-order reflective construct, and factors of QoWL were considered second-order formative construct in the study. Embedded two-stage approach was used to assess the antecedent construct in the model in which QoWL was measured with seven formative indicators in stage one, and all the constructs of the QoWL are measured with a single item (Global_QWL, i.e. the essence of all constructs) in stage two.FindingsThe study found QoWL as a formative construct with seven significant dimensions; namely, hygiene factors included fairness in compensation (FC), job security (JS), interpersonal relationship (IR), health and wellbeing (HWB), where motivational factors had rewards and career growth (RG), work-life balance (WLB) and learning and development (LD). The study also indicated the strong association of a single item (global_QWL) with all constructs of QoWL. The study findings conceptualize a QoWL as a formative construct within the mentioned sector and can be generalized and extended to other sectors of the economy as well.Research limitations/implicationsFuture researchers can take guidance to deal with the formative construct in the development and validation of scale in various topics in the field of HRM. Future researchers can extend the study across cities and different sectors.Practical implicationsIn this VUCA world, employees have to be constantly on their toes to ensure their organization remains relevant. In this context, the least organization can do for their employees is to offer a conducive environment and favorable QoWL. This study aims to assist the key decision-makers in applying the QoWL index as a formative construct and aiding them in improving the quality of their decisions.Social implicationsResearcher believes that applying the QoWL index as a formative construct can aid decision-makers in improving the quality of their decisions by equipping them with relevant inputs and knowledge. Government can focus on the employees' welfare and introduce the current motivational and hygiene factors in the area of quality of life of the Indians.Originality/valueFormative assessment measurement of QoWL model was validated with the two-factor theory to understand the work environment of India in the private sector across different sectors. The unique finding of the study was a single item (global_QWL) to conclude the QoWL index as a formative construct by redundancy analysis.

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The mediating role of job satisfaction in the relationship between leadership styles and employee commitment

Cited by 21 publications

References 101 publications

Does the perception of organizational justice determine employees' affective commitment? The mediating role of organizational trust

Does the perception of organizational justice determine employees' affective commitment? The mediating role of organizational trust

Factors Affecting Employee Retention: Proposing an Original Conceptual Framework

A formative measurement model and development of quality of work-life scale based on two-factor theory: evidence from Indian private industries

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