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EL3050 Annotated Bibliography

Topic: “How firms survive during challenging times and the role of organizational commitment and citizenship”

Pitaloka, E., & Sofia, I. P. (2014). The effect of work environment, job satisfaction, and organization commitment on OCB of internal auditors. International Journal of Business, Economics, and Law5(2), 10-18.


Background of the paper being annotated: Retaining competent internal auditors has proven to be challenging in the telecommunications sector. The corporation offers internal auditors at a competing company a greater remuneration package in exchange for their many years of experience and qualifications. The performance and competitive advantage of the organization would suffer if it is unable to keep the top talent. This demonstrates the value of employees’ devotion and performance.

Scope of the paper: This study examines how internal auditors’ job satisfaction and organizational commitment are influenced by their workplace environment, and how these factors affect internal auditors’ organizational citizenship behavior.

 The problem the paper is presenting: This study examines the problem in the workplace, job happiness, and dedication of the internal auditor in Indonesia’s telecommunications sector to improve organizational citizenship behavior.

The paper’s main argument: Comfort is a result of having a fulfilling job and a pleasant experience that a person has relating to his or her job, and it demonstrates how much they enjoy what they do. Workplace behavior and organizational performance can be impacted by job satisfaction. High performance from contented employees will improve organizational performance.

The intended audience for the paper: Employees and Employers

Conclusions made by the paper: The satisfaction of the employee and the dedication of the company will both be enhanced by a positive work environment. Employees will feel secure in their position and at ease working for the company. Employees are more likely to support the aims and goals if they feel satisfied with their employment participation in the organization. Job satisfaction and commitment are antecedents of the work environment variables. Job Organizational citizenship behavior is positively impacted by satisfaction and commitment. Those workers who are happy with their jobs and organizations frequently take on additional responsibilities for the good of the latter. High levels of organizational commitment inspire and the concerned organization should come first. Workplace culture, work happiness, and organizational dedication all play a role in how OCB behaves.

Reliability of the paper: A total of 162 survey forms were delivered through email and in person. Data processing was done using Path Analysis.

Relevance of the paper to the practice of organizational behavior:

The descriptive quantitative method was employed in this study. The concept was also tested in this study and a link between the factors under investigation. In these studies, 162 internal auditors participated. All internal auditors are employed by the top three telecommunications firms in Indonesia. Path Analysis was used in the data processing. Utilizing the t-test for hypothesis testing is part of additional data analysis.

Strengths and limitations of the paper:

Employees will feel secure in their position and at ease working for the company. Employees who are happy with their jobs are more likely to support the organization’s goals and objectives and stay on as members. Job satisfaction and commitment are antecedents of the work environment variables. Organizational citizenship behavior is positively impacted by job satisfaction and commitment. Employees that are happy with their jobs and the company have a tendency to take on additional responsibilities for the good of the company.

Employees’ emotional attachment to the organization is reflected in their organizational commitment. Organizations should establish a desirable organizational culture to improve commitment. Encourage employees to work hard and achieve their goals. Employees who feel that they are helping the company achieve its goals may take more pride in their work. To show internal auditors that their job is valued, managers should recognize their performance and loyalty. By giving workers the chance to become more active in organizational operations, such as by giving them new duties or employment, organizational citizenship behavior can be promoted. Employee autonomy is encouraged by managers to promote productive activities. Embrace the organization’s timetable by letting internal auditors create their auditing schedule. Employees will work harder than expected and go above and beyond what the company expects (Pitaloka & Sofia 2014).

Your view on the paper:

This study helps determine the elements that improve internal auditors’ organizational citizenship behavior. The organization should improve the work environment to empower internal auditors. Monitoring and assessing the physical state of the workplace, the atmosphere of communication, and the alignment of rules and procedures with organizational strategies should all be part of routine workplace evaluations. Internal auditors’ psychological empowerment and performance are intended to be improved. To increase employee commitment and job happiness, the organization should give the tools, a supportive work environment, and initiatives for employee welfare.

The study has established a link between organizational commitment and internal auditor job satisfaction. Internal auditors’ organizational citizenship behavior can be predicted by job satisfaction and organizational commitment. The result of OCB is that the company will have a devoted and focused employee whose work will improve organizational performance and give it a competitive edge. Understanding what drives organizational commitment, job happiness, and the creation of a positive work environment is the responsibility of waves of anger.

Pradhan, R. K., Jena, L. K., & Kumari, I. G. (2016). Effect of work-life balance on organizational citizenship behavior: Role of organizational commitment. Global Business Review17(3_suppl), 15S-29S.

Statement of the problem: Effect of Organizational Citizenship and Work-Life Balance Behaviour: Organizational Commitment’s Function

Background of the paper being annotated: According to the study, work-life balance has a considerable impact on corporate citizenship behavior. Additionally, it demonstrates how organizational commitment mediates the link between organizational citizenship behavior and work-life balance. Researchers, practitioners, and specialists in the subject of organizational development as well as those who work in human resource management may be affected by the study’s findings.

Scope of the paper:  The researchers’ current work is solely a survey-based empirical endeavor. Although, throughout it has been believed that a sequential approach can be used for such in the process of generating the literature kind of research. As a result, it is suggested that future researchers should begin with a quantitative approach. It needs to be followed by a qualitative strategy to comprehend and contextualize the emotions further and the opinions of experts on WLB, dedication, and discretionary behavior. While doing so, as our sample size was just 206 responders, the current study was carried out on a relatively limited scale by two public sector industrial organizations.

The problem the paper is presenting: The shifting job conditions and shifting socioeconomic levels globally later have produced a general imbalance of people. Organizations today face challenging competition on a worldwide scale, and as a result, the people who work with them are rising performance-related demands. To achieve these standards, high-performing companies have increased the time, effort, and job dedication they expected from their staff. In particular, globalization is characterized by shifting employment requirements and people now find it extremely difficult to balance their personal and professional lives due to social views.

The paper’s main argument: Work-life balance has a considerable impact on corporate citizenship behavior.

The intended audience for the paper: Organizational employees

Conclusions made by the paper: It is determined that findings from this study have significantly advanced the literature, giving guidance to WLB, and commitment levels should be combined to produce OCB, which represents discretionary behavior. For obtaining more fulfillment in both the household and business spheres. The findings of this investigation indicate that some of the key management tools for promoting employee well-being are employee-friendly policies and practices fostering positive behavior in the workplace.

Reliability of the paper: The study discovered that WLB tactics used by the findings on “tendency” are primarily connected with sample Indian industrial enterprises. For each employee to go above and beyond the requirements of their function or job description and to continue to want to remain in their respective organizations and strengthen their ties to them.

Relevance of the paper to the practice of organizational behavior: The sample respondents who were identified were directed that the current study be conducted solely for academic purposes; as a result, the data and opinions gathered from them would be kept private. They received assurances as well their particular identity would never be revealed during the data analysis process, and the conclusion derived later would be a generalized one for examination and research. Once the chemistry was negotiated with the respondent, who was then given a questionnaire to use in exercising their responses. Finally, 206 questionnaires out of 254 were collected, yielding a response rate of all of which were used for statistical analysis, or 81.88 percent. 21 answers out of the 254 responses were denied as a result of the inadequate information provided by the respondent.

Strengths and limitations of the paper: Modern businesses must remember that the new generation of skilled HR personnel assesses a successful professional career in terms of fulfilling duties, policies, and techniques that may be able to assist them in keeping a healthy WLB. Consequently, if businesses are unable to address employee concerns about WLB issues could result in the departure of skilled individuals with a decline in productivity. Organizational HR has to rebrand its belief that only employees that are content and have a healthy balance can go above and beyond the call of duty. Going the additional mile, which is essential for achieving the company’s business strategy as well as its mission and vision (Pradhan, et al., 2016).

Your view on the paper: Taking into account the importance of this study, there were positive connections between WLB and civic behavior. It is suggested that organizations should consider revamping employment to improve the quality of employees’ work and family lives.

Curtis, M. B., & Taylor, E. Z. (2018). Developmental mentoring, affective organizational commitment, and knowledge sharing in public accounting firms. Journal of Knowledge Management.

Statement of the problem: Knowledge sharing, organizational commitment, and developmental mentoring in public accounting firms

Background of the paper being annotated:

Human aid managers and specialists in public accounting corporations usually face the problems of growing employees’ organizational dedication and inspiring them to percentage their expertise with others at work. They can cope with those worries via way of means of the use of the information concerning developmental mentoring furnished via way of means of this study.

Scope of the paper: It is a constant challenge for HR managers and specialists in public financial institutions to foster a culture of employee dedication to the organization and knowledge sharing. Using the knowledge about developmental mentorship provided by this study, they can address these worries.

The problem the paper is presenting: The report focuses on knowledge that is yet to be recorded within an organizational database that is universally accessible because it has been suggested that the majority of information in every organization is entrenched and combined with individuals’ minds.

The paper’s main argument: Even if the concept of mentoring is not new, there may be more benefits to it than most scholars are aware of. They can improve their decisions about promoting mentoring and utilizing it to improve corporate success by better knowing its mentoring functions by challenges and dedication to doing so.

The intended audience for the paper: Employees

 Conclusions made by the paper:

The findings indicate that developmental mentoring demanding situations—demonstrating dedication and resilience and having a risk-taking professional goal—are without delay associated with understanding levels, even as a third—measuring as much as mentor standards—influences understanding circuitously thru its superb effect on organizational dedication. According to the social change hypothesis, those demanding situations resource the formation of courting among the protégé and mentor that bless both events and improves the protégé’s attachment to the organization.

Reliability of the paper: To get information about participant demographics, viewpoints on Knowledge sharing, mentorship relationships, and organizational commitment in the workplace, this study surveyed public accounting professionals.

Relevance of the paper to the practice of organizational behavior: The tool was built as an anonymous online survey. Before asking participants to recollect and assess their most recent official and informal mentoring interactions, they first asked them to express their commitment to their company. Next, they instructed participants to choose the mentor at their company who has had the biggest influence on them. Last but not least, they inquired about participants’ opinions on their own KS. demographic data obtained and actions.

Strengths and limitations of the paper:

This research contains some flaws. Our KS measurement is based on a first-person assessment of how often each person engages in KS. They were unable to measure how other organization members perceived the respondents’ KS nor were they able to measure how others within the organization saw our respondents’ KS. Furthermore, without using randomization, they selected our sample from two independent sources. Given that the samples varied in age and gender, despite the unorthodox nature of the process, they feel it produced a sample that is more typical of professionals as a whole (Curtis & Taylor, 2018).

Your view on the paper: To explore the notion of developmental mentorship’s impact on Knowledge sharing, this study adopted three different ways of mentoring problems and utilized them for the setting of public accounting.

Pelkey, M. (2017). Relationship of Organizational Commitment, Job Involvement, and Generativity to Interest in Mentoring Among Retirees (Doctoral dissertation, Clemson University).

Statement of the problem: Relationship between Interest in Mentoring Among Retirees and Organizational Commitment, Job Involvement, and Generosity

Background of the paper being annotated: By identifying the elements that motivate retirees to participate in mentoring, which enables retirees to impart their experience to a new group, organizations can benefit from the trend of bridge employment. Businesses may also gain by foreseeing which employees are most likely to return to work for them. In particular, organizational commitment, job participation, and generativity were examined to better understand the connections between retirees’ interest in mentoring and organizational, work-related, and personality-oriented characteristics.

Scope of the paper: The findings of this study will improve the field of research on mentorship and bridge employment and will be helpful to businesses looking to get back their older employees who have reached the final age of retirement and to recruit them to fill skill gaps.

The problem the paper is presenting is: Organizations all around the United States are focusing more on the aging workforce as the Baby Boomer generation gets closer to completing their final duty. Implying that it will be difficult for organizations to find talent to replace it. These include, however, possibilities for retired employees that could be advantageous for both the retirement and the organization.

The paper’s main argument: it is clear that there is little study on bridge employment, and even while there is increased interest in the topic, there are still a lot of questions that need to be answered. The information obtained from the current study may assist in advanced retirement studies in the future.

The intended audience for the paper: Retired Employees 

Conclusions made by the paper: A study into bridgework prospects and options available to the persons who are retired, is still needed to better prepare for and be helpful as many people move towards retirement.

Reliability of the paper: Results show that emotional commitment and participation were both positively correlated with the propensity to mentor, extending the body of knowledge on bridge employment and mentoring. Additionally, it was discovered that generosity was highly significantly positively correlated with mentorship readiness. Even while organizational factors were associated with the desire to mentor, the researchers did not find any evidence of the anticipated significance of organization preference (same or different). It’s possible that genuine emotive connection to the company where participants had previously worked by asking them to think back on their prior organizational commitment and job involvement.

Relevance of the paper to the practice of organizational behavior: The findings of this study have numerous practical applications. The findings showed that a retiree’s decision to work again, particularly as a mentor, is influenced by their affective organizational commitment and job involvement. When retirees are given the choice between returning to their old organization or a new one, this has a greater impact. If the advantages of bridge employment are something that organizations are interested in, this knowledge helps them discover areas where they can improve.

Before retirement, organizations can use human resource approaches to promote interest in and decisions for mentoring and bridge employment through influencing emotional commitment. According to research, improving organizational fairness, offering more assistance, and improving the overall work experience can all help in enhancing dedication.

Strengths and limitations of the paper: The suggested study has some restrictions. The sample is the primary restriction of using MTurk to gather data, but there are other factors as well. For instance, some of the participants were in their 20s, making it implausible that they were retired. The focus that participants place on accurately completing the survey is the final factor.

Another drawback is that they could only evaluate intents or desires, which may not be the same as really doing so. Also, each retiring participant was questioned regarding their levels of organizational devotion and participation in their previous employment. Opinions about these two Given that the participants are no longer employed, certain characteristics, such as participants, being more optimistic about how dedicated they were to their work now that not having to work there is an option (Pelkey, 2017).

Your view on the paper: post-retirement solutions will be looked for when older workers start to enter retirement to make the transition easier. According to the current study, there are organizational and personal variables that may contribute to the motivation of many retired people to mentoring connections with younger generations. This study demonstrates that two organizational factors—a commitment to the organization and work involvement—are positively associated with mentorship readiness.

García-Sánchez, E., García-Morales, V. J., & Martín-Rojas, R. (2018). Influence of technological assets on organizational performance through absorptive capacity, organizational innovation, and internal labor flexibility. Sustainability10(3), 770.

Statement of the problem: Influence of Technological Assets on Organizational Performance through Absorptive Capacity, Organizational Innovation, and Internal Labour Flexibility

Background of the paper being annotated: The dynamic and volatile technical nature in which the organization operates makes this topic particularly interesting. Therefore, technological assets discover fresh organizational innovation and sources of flexibility based on more comprehensive information that supports knowledge capacity within the enterprise.

Scope of the paper: The relationship between organizational performance, prospective and realized absorptive capacity as well as whether technological assets is examined in this report and have an impact on these factors.

The problem the paper is presenting is: Potential absorptive capacity and actual absorptive capacity are two subsets of the dynamic capability known as absorptive capacity. This piece of work deepens our comprehension of that concept. The ability of the company to transform and profit from the knowledge it has absorbed by incorporating it into its operations is referred to as realized absorptive capacity.

The paper’s main argument: Utilizing the notion of resources and capabilities, they analyze the relationships between organizational success, internal labor flexibility, and creativity. Data were collected through personal interviews and a structured questionnaire for a quantitative study.

The intended audience for the paper: Managers

Conclusions made by the paper: Technology development is one of the most crucial strategic choices management must make in the current, highly competitive global marketplace. Knowledge and technological assets, according to the earlier study, offer an inventive way to improve organizational performance These resources are continual components that help the business increase its adaptability and inventiveness, which helps it execute at a high level. The company’s top management should foster a culture of technology learning in which special capacities and competencies are developed. Intangible technical assets are all of these structures put together.

Reliability of the paper: To examine the potential for non-response bias, they used a variety of techniques. First, they contrasted the traits of several businesses. Second, based on the date of their responses, the survey respondents were split into two groups.

Relevance of the paper to the practice of organizational behavior: The research evaluated is improved by this study’s novel managerial implications, which also broaden the literature’s operational consequences for businesses. Such procedures allow staff members to develop their technical specializations and competencies, which facilitates both the absorption of new information assets and their exploitation.

Strengths and limitations of the paper: Social desirability bias must first be decreased in survey findings based on self-reports. Anonymity was adopted in the study to lessen such prejudice toward delicate subjects. Second, Harman’s one-factor test was used to for the process. Third, long-term research would make it possible to identify potential reciprocal processes between the variables (García-Sánchez, et al., 2018).

Your view on the paper: In the study, it is noted that absorptive capacity also promotes new flexible organizational structures and methods of operation that introduce fresh information and procedures across the entire business. This promotes the development of organizational innovation. The study also shows how organizational performance is indirectly impacted by core technical assets.

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