Browsing by Subject "Organizational commitment"
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ItemThe antecedents of individual job performance and moderating effect of role stress: path models on the logistics service industry in Thailand( 2021) Tadokoro,Yuichi ; Varma, ParvathyThe research examined the effect of organizational justice, perceived organizational support on organizational commitment, and job performance and the moderating effect of role stress of employees in logistics service providers in Thailand. This research employed a path model utilizing structural equation modeling with multivariate techniques combining methods of factor analysis. The application of multi-group analysis clarified the moderating effects of role stress by grouping the low role stress group and high role stress group of respondents. Data was collected from 889 professional white-collar workers from 15 logistics service providers in Thailand. There are two groups that include the low role stress group (n=426) and high role stress group (n=433) of respondents which were segregated based on the median. This research revealed that perceived organizational support ultimately contributes to individuals’ job performance. The results indicated moderation effects of role stress, i.e. organizational justice is a significant factor that contributes to organizational commitment in high role stress group, unlike in low role stress group. Organizational commitment has significant negative effect on counterproductive work behavior in low role stress group, unlike in high role stress group. The findings can be inferred as organizational justice and support are perceived as benefits by individuals, which initiates the social exchange relationship then enhances job performance of the individuals in an organization via organizational commitment. This study has concrete managerial implications, such as by announcing and actualizing the flexible workplace can be an effective and efficient measures for the logistics service industry.
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ItemEmployees' organizational commitment and their citizenship behaviors : a study on logistic land haulage providers in the Eastern Seaboard Industrial Estates, Thailand(Assumption University, 2014) Manop Rungseanuvatgol ; Assumption University. Martin de Tours School of Management and EconomicsGiven the vulnerabilities of present businesses, logistic solutions have to be crafted and aimed at, in order to get excellent service quality. As a labor intensive sector, the performance of logistic organi- zations lies in the hands of employees. The research aimed to investigate whether organizational citizen- ship behaviors (OCB) were positively influenced by four variables: the organizational commitment, the transformational leadership behavior, the organizational culture and the goal setting. Only the innova- tive (B-value = 0.333, p <0.001) and the bureaucratic organizational cultures (B-value = 0.170, p <0.001 ), the employees' normative commitment (NC) {B-value = 0.290, p <0.001 ), and the employees' continu- ance commitment (CC) (B-value = -0.059, p <0.05) entered the equation. The data were gathered from the logistic land haulage providers servicing the Eastern Seaboard Industrial Estate (ESIE), one of Thailand biggest automotive industrial estates, through distributions of questionnaires.
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ItemThe Impact of Teamwork Perception on Organizational Commitment through the View of Team Characteristic and Process( 2018-05-25) Arissara MakbungwunThis significant study area of team development has covered in the aspects on workplace commitment. This paper seeks to question and discuss the relevance of employee perception of teamwork capability and organization commitment. In particular, it aims to describe the team factors which indicate team performance evaluated by individual attitudes and draw up the relationship between teamwork perception and organizational commitment. The study constructed main variables which interact with teamwork performance in perception of employees. Those independent variables are 1) team characteristics (goal& roles clarify, individual personality, culture diversity value and team size) and 2) team process (task interdependence, effective training and communication). The study is based on a survey of 201samples of various Thai employees. The finding reveals that team characteristics (team size, goal& roles clarify, agreeableness and culture diversity value) and team task process (effective communication and training) impacts on the perception of employee in team ability. The paper suggests that firm might develop a training programs and communication supports for stimulating the collaboration between member in work teams in culture learning and knowledge exchange in order to gain management efficiency.
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ItemThe influence factors that affect employee retention (a case study in one of the tops electricity organization in Thailand)This research aimed to determine factors that affect to employee retention, a case study in one of the top electricity organization. The objectives of this research were: 1) study the factors that can affect to the employee retention in an organization; 2) Explain the influences factors that affect to the employee retention in an organization. The questionnaires were used as a data collection instrumental for 400 sets. The data analysis was used the descriptive statistic such as frequency, percentage, mean, standard deviation (S.D.), and the hypothesis testing in this research was multiple linear regression analysis (MRA) at significant level of .05. In this research, the results presented that 1) the overall level of Employee retention was neutral, when considering of independent variables from high to low, the results revealed that deeply high level of organizational commitment were highest; then followed by the job satisfaction; and the job satisfaction in the work was the least, 2) the results from the hypothesis testing of the Influence Factors that impact affect to employee retention, a case study in one of the top electricity organization. The most influencing factor was organizational commitment, followed by job satisfaction and organizational culture respectively at significant level of 0.05.
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ItemThe influence of passion and empowerment on organizational citizenship behavior of teachers mediated by organizational commitment( 2016) Uree Cheasakul ; Varam, ParvathyThe present research aims to study the direct and indirect influence of passion and empowerment on organizational citizenship behavior of teachers in a private university in Thailand mediated by organizational commitment. The sample comprises 124 teachers teaching in the university and the Organizational Citizenship Behavior Scale, adapted by Podsakoff and Mackenzie (1990), Passion Scale, developed by Vallerand, Carbonneau, Fernet and Guay (2008), School Participant Empowerment Scale (SPES) developed by Short and Rinehart (1992) and Organizational Commitment Scale which was modified from the original scale of Meyer and Allen (1991) by Meyer, Allen, and Smith (1993) were employed. The path model with the dependent variable organizational citizenship behavior and the independent variables passion, and empowerment and the mediating variable organizational commitment was tested using regression analysis. There are relationships between passion for teaching, teacher empowerment, and organizational commitment on the organizational citizenship behavior of teachers. The teachers have high level of organizational citizenship behavior, suggesting that they exhibit behaviors of discretionary nature that are not part of their formal role requirements, but which promote the effective functioning of the university.
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ItemThe key antecedents of shared vision : a case study on an industrial estate developer in Thailand(Assumption University, 2014) Srobol Smutkupt ; Assumption University. Martin de Tours School of Management and EconomicsVision serves a critical role in today's organizations. A successful shared vision paints a bright picture for the future of the organization. Most organizations have their own corporate vision. However, making a corporate vision become a shared vision is challenging for management. The main objective of this research was to examine the key antecedents of shared vision. Based on literature, there are many factors that contribute to shared vision. However, not many empirical studies have been conducted in this area. The results of the research revealed that three factors including affective commitment, intrinsic motivation and effective communication were identified as the key antecedents of shared vision. The findings provide significant implications for the organization to understand the importance of affective commitment, intrinsic motivation and communication. Management and HRM should focus on positive activities and practices in order to enhance these factors in the organization.
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ItemA study of the relationship between lecturers’ perceptions towards charismatic leadership and their organizational commitment in the school of life sciences at a University in Yunnan, China( 2021) Min, Weihuan ; Ye, YanThe main purpose of this study was to determine the relationship between lecturers’ perceptions towards charismatic leadership and their organizational commitment in the School of Life Sciences at a university in Yunnan, China. The study was conducted on 105 full time lecturers in 2020 (March to August) from the selected school. The main data collection tool was a questionnaire. The researcher used Mean and Standard Deviation to analyze the lecturers’ perceptions towards charismatic leadership and their organizational commitment. Pearson Product Moment Coefficient of Correlation was used to test the relationship between the two variables. The result of this study showed that the level of lecturers’ perceptions towards charismatic leadership was at a high level, total mean scored 3.74. The organizational commitment variable mean scored 3.65 in overall, regarded as high level. Results of the Pearson correlation indicated that there was a weak positive association between charismatic leadership and organizational commitment, (r (98) = .401, p = .000).