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Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model

Purpose: The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective organizational commitment and turnover intention, as very little has been conducted in this regard. Design/methodology/appr...

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Main Authors: Islam, Talat, Khan, Saif-Ur-Rehman, Ungku Ahmad, Ungku Norulkamar, Ali, Ghulam, Ahmed, Ishfaq
Format: Article
Published: Emerald Group Publishing Limited 2014
Subjects:
HD28 Management. Industrial Management
Online Access:http://eprints.utm.my/id/eprint/59862/
https://www.emerald.com/insight/content/doi/10.1108/JABS-06-2013-0035/full/html
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spelling my.utm.598622022-04-26T07:32:34Z http://eprints.utm.my/id/eprint/59862/ Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model Islam, Talat Khan, Saif-Ur-Rehman Ungku Ahmad, Ungku Norulkamar Ali, Ghulam Ahmed, Ishfaq HD28 Management. Industrial Management Purpose: The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective organizational commitment and turnover intention, as very little has been conducted in this regard. Design/methodology/approach: A quantitative research design was used via a questionnaire among 412 Malay-Chinese working in the banking and insurance sector of Malaysia. Findings: OLC and PE were found to influence positively on job satisfaction and affective commitment, but negatively on turnover intention. In addition, job satisfaction was found to perform the role of mediator. Research limitations/implications: The study used self-reported data based on cross-sectional survey. Practical implications: OLC and PE were found to influence affective commitment and turnover intention directly and indirectly, providing an avenue of approach for managers to retain their key employees. Originality/value: The paper examines OLC and PE as antecedents of employees’ attitudes (i.e. job satisfaction, affective commitment and turnover intention), neglected variables along with the mediation of job satisfaction. Emerald Group Publishing Limited 2014 Article PeerReviewed Islam, Talat and Khan, Saif-Ur-Rehman and Ungku Ahmad, Ungku Norulkamar and Ali, Ghulam and Ahmed, Ishfaq (2014) Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model. Journal of Asia Business Studies, 8 (3). pp. 249-263. ISSN 1558-7894 https://www.emerald.com/insight/content/doi/10.1108/JABS-06-2013-0035/full/html
institution Universiti Teknologi Malaysia
building UTM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Malaysia
content_source UTM Institutional Repository
url_provider http://eprints.utm.my/
topic HD28 Management. Industrial Management
spellingShingle HD28 Management. Industrial Management
Islam, Talat
Khan, Saif-Ur-Rehman
Ungku Ahmad, Ungku Norulkamar
Ali, Ghulam
Ahmed, Ishfaq
Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model
description Purpose: The purpose of this paper was to investigate the relationship among organizational learning culture (OLC), psychological empowerment (PE), job satisfaction, affective organizational commitment and turnover intention, as very little has been conducted in this regard. Design/methodology/approach: A quantitative research design was used via a questionnaire among 412 Malay-Chinese working in the banking and insurance sector of Malaysia. Findings: OLC and PE were found to influence positively on job satisfaction and affective commitment, but negatively on turnover intention. In addition, job satisfaction was found to perform the role of mediator. Research limitations/implications: The study used self-reported data based on cross-sectional survey. Practical implications: OLC and PE were found to influence affective commitment and turnover intention directly and indirectly, providing an avenue of approach for managers to retain their key employees. Originality/value: The paper examines OLC and PE as antecedents of employees’ attitudes (i.e. job satisfaction, affective commitment and turnover intention), neglected variables along with the mediation of job satisfaction.
format Article
author Islam, Talat
Khan, Saif-Ur-Rehman
Ungku Ahmad, Ungku Norulkamar
Ali, Ghulam
Ahmed, Ishfaq
author_facet Islam, Talat
Khan, Saif-Ur-Rehman
Ungku Ahmad, Ungku Norulkamar
Ali, Ghulam
Ahmed, Ishfaq
author_sort Islam, Talat
title Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model
title_short Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model
title_full Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model
title_fullStr Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model
title_full_unstemmed Organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model
title_sort organizational learning culture and psychological empowerment as antecedents of employees' job related attitudes: a mediation model
publisher Emerald Group Publishing Limited
publishDate 2014
url http://eprints.utm.my/id/eprint/59862/
https://www.emerald.com/insight/content/doi/10.1108/JABS-06-2013-0035/full/html
_version_ 1732945381888622592
score 13.211869

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