The Mediation Effects of Workloads and Job Satisfaction on the Relationship Between Organizational Climate and Teachers’ Commitment in Private Art Training Institutes of Changchun City, Jilin Province
Article Sidebar
Main Article Content
Abstract
High turnover rate among art teachers has been one of the pressing challenges in personnel management of many private art training institutions in Changchun City, causing concern of its unpredictable training costs. This research was aimed to: (1) study the influences of organizational climate on teachers’ job commitment in private art training institutions in Changchun city, Jilin province; (2) decompose such influences, by considering teachers’ job satisfaction and teachers’ perceived workloads; and (3) evaluate the model fit with empirical data.
A total of 332 art teachers working in 19 private art training institutes were selected, using a stratified-random sampling, to be samples of this study. Data were collected by Likert-type, self-rating questionnaires, with IOC value of items ranging from 0.6 to 1.0, and Cronbach Alpha coefficient values for four variables included ranging from 0.847 to 0.949. With supports of various channels of communication, all questionnaires were returned. Descriptive statistics, path analysis, confirmatory factor analysis, and structural equation modeling were employed for data analysis, using computer SPSS and AMOS version 23 software.
The research findings revealed that: (1) Organizational climate significantly exerted its direct influences on teachers’ job commitment. Also, it positively and indirectly influences teachers’ job commitment via teachers’ job satisfaction. On the contrary, it negatively and indirectly impacted teachers’ job commitment through teachers’ perceived workloads; (2) Both teachers’ job satisfaction and perceived workloads significantly acted as mediating variables of the relationship between organizational climate and teachers’ job satisfaction, while the indirect path via perceived workloads and job satisfaction on job commitment was not significant; The structural equation model test showed that organizational climate has a significant impact on teachers' job satisfaction, and teachers' perceived workload and teacher job satisfaction have a significant impact on teachers' job commitment.; and (3) The model developed fitted well with empirical data.
It was concluded that Organizational climate significantly exerted its direct influences on teachers’ job commitment, it positively and indirectly influences teachers’ job commitment via teachers’ job satisfaction, it negatively and indirectly impacted teachers’ job commitment through teachers’ perceived workloads
Article Details
References
Amundson, N. E. (1994). Perspectives for assessing career development. Journal of Employment Counseling.
Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of applied psychology, 67 (3), 350.
Behson, S. J. (2005). The relative contribution of formal and informal organizational work–family support. Journal of vocational behavior, 66 (3), 487-500.
Benkhoff, B. (1997). Disentangling organizational commitment: The dangers of the OCQ for
research and policy. Personnel review, 26 (1/2), 114-131.
Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human relations, 35 (2), 135-153.
Bowen, C. F., Radhakrishna, R., & Keyser, R. (1994). Job satisfaction and commitment of 4-H agents. Journal of Extension, 32 (1), 1-22.
Brunetto, Y. (2002). The impact of growing managerialism amongst professionals in Australia: A comparative study of university academics and hospital nurses. Research and Practice in Human Resource Management Journal, 10 (1), 1-25.
Cao Yanqiong. (2002). A Study on the Organizational Climate and Teachers' Job Satisfaction in Macao Primary Schools (Doctoral dissertation, South China Normal University).
Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of applied psychology, 85 (1), 65.
Caykoylu, S., Egri, C. P., & Havlovic, S. (2007). Organizational commitment across different
employee groups. The Business Review, 8 (1), 191-197.
Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of management Review, 11 (1), 55-70.
De Clercq, D., & Rius, I. B. (2007). Organizational commitment in Mexican small and medium‐sized firms: the role of work status, organizational climate, and entrepreneurial
orientation. Journal of small business management, 45 (4), 467-490.
Deal, T., & Kennedy, A. (1982). Corporate Culture Addison Wesley. Reading, MA.
Dinham, S., & Scott, C. (1998). A three domain model of teacher and school executive career
satisfaction. Journal of educational administration.
Fak o, T. T., & Forchen, N. (2000). Job satisfaction among nurses in Botswana. Society in
Transition, 31 (1), 10-21.
Gefen, D. Structural equation modeling techniques and regression: Guidelines for research
practice[J]. Communications of the Association for Information Systems, 2000,33 (4), 1-77.
Guzley, R. M. (1992). Organizational climate and communication climate: Predictors of
commitment to the organization. Management Communication Quarterly, 5 (4), 379-402.
Jacobs, M. A., Yu, W., & Chavez, R. (2016). The effect of internal communication and employee satisfaction on supply chain integration. International Journal of Production Economics, 171, 60-70.
Jyoti, J. (2013). Impact of organizational climate on job satisfaction, job commitment and intention to leave: An empirical model. Journal of business theory and practice, 1 (1), 66-82.
Jyoti, J. (2013). Impact of organizational climate on job satisfaction, job commitment and intention to leave: An empirical model. Journal of business theory and practice, 1 (1), 66-82.
Karsh, B., Booske, B. C., & Sainfort, F. (2005). Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover. Ergonomics, 48 (10), 1260-1281.
Knox, J. A. (2011). Teachers’ perceptions of job satisfaction and school climate in an era of accountability: A mixed methods study of two high schools on Tennessee’s high priority list.
Koys, D. J., & DeCotiis, T. A. (1991). Inductive measures of psychological climate. Human relations, 44 (3), 265-285.
Kumar, P. B., & Giri, V. N. (2007). Organizational commitment. Climate and Job satisfaction: An Empirical study, The Icfai journal of organizational Behavior, 6 (3), 7-17.
Leung, M. Y., Liang, Q., & Olomolaiye, P. (2016). Impact of job stressors and stress on the safety behavior and accidents of construction workers. Journal of Management in Engineering, 32 (1), 04015019.
Lok, P., Wang, P. Z., Westwood, B., & Crawford, J. (2007). Antecedents of job satisfaction and organizational commitment and the mediating role of organizational subculture. Manage Sci, 50 (2), 239-52.
Mobley, W. H. (1982). Employee turnover, causes, consequences, and control. Addison-Wesley.
Morter, J. R. (2010). Relationship of role overload to job satisfaction and intent to leave among acute care nurses (Doctoral dissertation, University of Phoenix).
Mu Feng.(1996). Reflections on the Problems and Countermeasures of Children's Social Art Education. Art Hundred Schools (S2), 463-464+395.
Nygren, T. E. (1991). Psychometric properties of subjective workload measurement techniques: Implications for their use in the assessment of perceived mental workload. Human factors, 33 (1), 17-33.
Pati, G., & Reilly, C. W. (1977). Reversing discrimination: a perspective. Human Resource Management, 16 (4), 25.
Reid, G. B., & Nygren, T. E. (1988). The subjective workload assessment technique: A scaling procedure for measuring mental workload. In Advances in psychology (Vol. 52, pp. 185-218). North-Holland.
Shadur, M. A., Kienzle, R., & Rodwell, J. J. (1999). The relationship between organizational climate and employee perceptions of involvement: The importance of support. Group & Organization Management, 24 (4), 479-503.
Singh, A. K., & Dhawan, N. (2012). A study of impact of organizational climate on job stress and coping mechanism in public and private sector banks. In XIII Annual International Conference on Global Turbulence: Challenges & Opportunities May (pp. 1-28).
Suddaby, R., Gendron, Y., & Lam. H. (2009). The organizational context of professionalism in accounting. Accounting Organizations and Society, 34 (3-4), 409-427.
Tahir, S., Yusoff, R., Azam, K., Khan, A., & Kaleem, S. (2012). The effects of work overload on the employees’ performance in relation to customer satisfaction: A case of Water & Power Development Authority, Attock, Pakistan. World Journal of Social Sciences, 2 (1), 174-181.
TAŞTAN, S. (2014). The theoretical implications of job demands–resources model: A research study on the relations of job demands, supervisor support and job autonomy with work engagement. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 28 (4), 149-192.
Thoits, P. A. (1983). Main and interactive effects of social support: Response to LaRocco. Journal of health and social behavior, 24 (1), 92-95.
Towse, P., Kent, D., Osaki, F., & Kirua, N. (2002). Non-graduate teacher recruitment and retention: some factors affecting teacher effectiveness in Tanzania. Teaching and teacher education, 18 (6), 637-652.
Trombetta, J. J., & Rogers, D. P. (1988). Communication climate, job satisfaction, and organizational commitment: The effects of information adequacy, communication openness, and decision participation. Management Communication Quarterly, 1 (4), 494-514.
Yu, X., Wang, P., Zhai, X., Dai, H., & Yang, Q. (2015). The effect of work stress on job burnout among teachers: The mediating role of self-efficacy. Social Indicators Research, 122, 701-708.
Zeng Lingjuan. (2004). Predictive study of job stress on job burnout among primary and secondary school teachers. Education Guide: First Half Month, (3), 79-81.
Zeytinoglu, I. U., Denton, M., Davies, S., Baumann, A., Blythe, J., & Boos, L. (2006). Retaining nurses in their employing hospitals and in the profession: effects of job preference, unpaid overtime, importance of earnings and stress. Health Policy, 79 (1), 57-72.