How Social Intelligence Competency and Organizational Commitment affect Employee Performance (Published)
This paper presents a research model that elucidates the mechanism through which social intelligence competency influences employee performance in the county government in Kenya. There are mixed outputs on this influence and this study therefore seeks to fill the void by investigating the moderating effect of organizational commitment on the relationship between social intelligence competency and employee commitment. The explanatory research design was adopted for the study targeting 6,400 employees, out of which 198 respondents formed the sample size based on the Cochran formula. The findings revealed that that social intelligence competency had a positive significant effect on employee performance. The moderator (Organizational commitment) was found to have a positive and significant effect on employee performance. The interaction effect indicated that organizational commitment negatively moderates the relationship between social intelligence competency and employee performance. The paper contributes to knowledge and provides insights into theory and practice.
Keywords: Employee Performance, Organizational Commitment, Social Intelligence, competency training, competency-based training
Impact of Leadership Styles in Organizational Commitment (Published)
The present study aims to examine the impact of leadership styles on organizational commitment at Jordanian banks. The study’s sample consists of (390) employees that will help answering the study’s questions and hypotheses; besides, the researcher developed a questionnaire for the detection of leadership styles dimensions (transformational leadership style, transactional leadership style ,and laissez faire leadership style) and the level of organizational commitment. The most important findings and conclusions of the research are: The arithmetic mean of the estimates of employees at Jordanian banks towards leadership styles were moderate. The arithmetic mean of the estimates of employees at Jordanian banks towards organizational commitment were moderate. Regression results indicates that there is statistically significant effect for leadership styles on organizational commitment at Jordanian banks. Besides transformational leadership style influence came first concerning the size of the effect.
Keywords: Jordanian Banks, Leadership Styles, Organizational Commitment, Transformational Leadership
Exploring the Relationship between HR Practices and Organizational Commitment in Egyptian Organizations: The Mediating Effect of Job Satisfaction (Published)
Organizational commitment is regarded as the strongest motivator for all employees` positive outcomes. HR practices aim at directing the organization towards positive individual and organizational outcomes. HR practices influence organizational performance through satisfying employees` needs, which is argued to generate favourable HRM outcomes such as, job satisfaction and organizational commitment. Despite the concern with studying the positive impact of HR practices, few studies have explained the reasons behind these outcomes. The present study aims at exploring the impact of HR practices on employees` organizational commitment. The study investigates whether job satisfaction mediates the relationship between HR practice and organizational commitment. The study was conducted at the three public foreign trade companies in Egypt. Questionnaires were used for data collection (N=362). Findings provide evidence that job satisfaction mediates the relationship between HR practices and organizational commitment. HR practices and organizational commitment were found to affect the three types of commitment (affective, continuance, and commitment). Also, the study provides evidence that demographic factors cause differences in employees` perceptions of HR practices, job satisfaction, and organizational commitment.
Keywords: HR practices, Job Satisfaction, Organizational Commitment