Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment

Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment

Literature has established that multiple forms of work commitment exist and employees may be committed to more than one form of commitment. Hence, organizational commitment alone cannot adequately explain employees’ work commitment. Although numerous scholars have established a link between emotiona...

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Main Author: Irfan, Saira
Format: Thesis
Language:eng
eng
eng
Published: 2018
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HD58.7 Organizational Behavior.
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https://etd.uum.edu.my/7330/2/s900804_01.pdf
https://etd.uum.edu.my/7330/3/s900804_02.pdf
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id my-uum-etd.7330
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
eng
advisor Ahmad Marzuki, Najib
Abdul Ghani, Mariny
topic HD58.7 Organizational Behavior.
spellingShingle HD58.7 Organizational Behavior.
Irfan, Saira
Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment
description Literature has established that multiple forms of work commitment exist and employees may be committed to more than one form of commitment. Hence, organizational commitment alone cannot adequately explain employees’ work commitment. Although numerous scholars have established a link between emotional intelligence, work motivation, and organizational commitment in a variety of work sectors, yet, there is a paucity of research which investigates these variables with work commitment as well as organizational culture in unison. Thus, the purpose of this research was to examine the relationship between organizational culture, emotional intelligence, work motivation, and work commitment of university academic staff in Pakistan. The study also measured the moderating effects of organizational culture and its types (clan, adhocracy, hierarchy and market) on the relationship between emotional intelligence, work motivation, and work commitment. In addition, differences in emotional intelligence, work motivation and work commitment were also analyzed based on demographic variables. Three hundred and fifty-one academic staff, selected through simple random sampling technique from nine public universities in the state of Punjab, Pakistan, participated in the study. Cross-sectional design was employed, and the data was collected using standardized validated questionnaires. The hypothesized model was tested using Partial Least Squares (PLS) approach. The analysis revealed that organizational culture, emotional intelligence, and work motivation are significantly positively correlated with work commitment. However, only hierarchy and market organizational culture were found to moderate the relationship between work motivation and work commitment. General and adhocracy organizational culture negatively moderated the relationship between emotional intelligence and work commitment. Additionally, significant differences in work motivation and emotional intelligence were found on demographic variable such as qualification. The findings contribute towards an enhanced understanding of a unifying model for work commitment in relation with the other variables. Higher education commission, university authorities and government in Pakistan should capitalize on organizational culture to improve emotional intelligence and work motivation among academic staff which eventually will boast their work commitment.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Irfan, Saira
author_facet Irfan, Saira
author_sort Irfan, Saira
title Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment
title_short Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment
title_full Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment
title_fullStr Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment
title_full_unstemmed Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment
title_sort moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment
granting_institution Universiti Utara Malaysia
granting_department Awang Had Salleh Graduate School of Arts & Sciences
publishDate 2018
url https://etd.uum.edu.my/7330/1/Depositpermission_s900804.pdf
https://etd.uum.edu.my/7330/2/s900804_01.pdf
https://etd.uum.edu.my/7330/3/s900804_02.pdf
_version_ 1747828198160203776
spelling my-uum-etd.73302021-08-09T08:01:10Z Moderating effects of organizational culture on the relationship between emotional intelligence, work motivation and work commitment 2018 Irfan, Saira Ahmad Marzuki, Najib Abdul Ghani, Mariny Awang Had Salleh Graduate School of Arts & Sciences Awang Had Salleh Graduate School of Arts and Sciences HD58.7 Organizational Behavior. Literature has established that multiple forms of work commitment exist and employees may be committed to more than one form of commitment. Hence, organizational commitment alone cannot adequately explain employees’ work commitment. Although numerous scholars have established a link between emotional intelligence, work motivation, and organizational commitment in a variety of work sectors, yet, there is a paucity of research which investigates these variables with work commitment as well as organizational culture in unison. Thus, the purpose of this research was to examine the relationship between organizational culture, emotional intelligence, work motivation, and work commitment of university academic staff in Pakistan. The study also measured the moderating effects of organizational culture and its types (clan, adhocracy, hierarchy and market) on the relationship between emotional intelligence, work motivation, and work commitment. In addition, differences in emotional intelligence, work motivation and work commitment were also analyzed based on demographic variables. Three hundred and fifty-one academic staff, selected through simple random sampling technique from nine public universities in the state of Punjab, Pakistan, participated in the study. Cross-sectional design was employed, and the data was collected using standardized validated questionnaires. The hypothesized model was tested using Partial Least Squares (PLS) approach. The analysis revealed that organizational culture, emotional intelligence, and work motivation are significantly positively correlated with work commitment. However, only hierarchy and market organizational culture were found to moderate the relationship between work motivation and work commitment. General and adhocracy organizational culture negatively moderated the relationship between emotional intelligence and work commitment. Additionally, significant differences in work motivation and emotional intelligence were found on demographic variable such as qualification. The findings contribute towards an enhanced understanding of a unifying model for work commitment in relation with the other variables. Higher education commission, university authorities and government in Pakistan should capitalize on organizational culture to improve emotional intelligence and work motivation among academic staff which eventually will boast their work commitment. 2018 Thesis https://etd.uum.edu.my/7330/ https://etd.uum.edu.my/7330/1/Depositpermission_s900804.pdf text eng public https://etd.uum.edu.my/7330/2/s900804_01.pdf text eng public https://etd.uum.edu.my/7330/3/s900804_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Ababneh, K. I. (2016). Effects of met expectations, trust, job satisfaction, and commitment on faculty turnover intentions in the United Arab Emirates (UAE). The International Journal of Human Resource Management. https://doi.org/10.1080/09585192.2016.1255904 Abbott, G. N., White, F. A., & Charles, M. A. (2005). Linking values and organizational commitment: A correlational and experimental investigation in two organizations. 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