This study aims to analyze how emotional intelligence (EI) influences organizational commitment along with the correlation between job satisfaction and these two aspects. To collect the data for this study, a polite and pre-validated, self-structured questionnaire was used. Additionally, ethical issues were considered with the assurance of anonymity. The study also took the convenience sampling approach and collected samples from customer service employees working in all main branches of Saudi banks located in Riyadh. It further employs the structural equation modeling method for analyzing the data with AMOS 22.0 software. Before examining the structural model framework and hypotheses, a confirmatory factor analysis was used to estimate the measurement model and support the research. Results showed that emotional intelligence affects both job satisfaction and organizational commitment significantly and positively. Moreover, results showed that job satisfaction, as a mediator, has a significant indirect impact on EI and organizational commitment. Emotionally intelligent customer service employees of Saudi commercial banks demonstrated high psychological empowerment visible through their perception of work as meaningful, increased feeling of competence, guaranteed freedom of choice, and significant impact on the workplace.

Entrepreneurial orientation is carried out to improve management's ability to deal with market changes. This study examines a new concept of network chain capability that is capable of mediating the relationship between entrepreneurial orientation and marketing performance of goods in tourism market. The study also verifies the architectural marketing capabilities and organizational commitment to improve network chain capabilities that have an impact on marketing performance of goods in tourism market. In this study, 6 hypotheses are developed and tested with data collected from 185 respondents in the handicraft industry focused on tourism market. Data are analyzed using AMOS 22.0 statistical software which successfully tested 6 hypotheses with significant results. The study proves that network chain capability is declared feasible as a mediating variable. Managerially, network chain capabilities can be practiced as a marketing tool to improve performance.

The purpose of this study is to empirically test the impact of employee empowerment on organizational commitment through the mediating role of job satisfaction. The non-probability random sampling technique and time lag was used to collect data from 307 employees working at four and five Stars Hotels in two cities Rawalpindi, Islamabad of Pakistan. Smart Partial least squares-structural equation modeling (Smart PLS SEM v.3.2.8) was used to test the hypotheses. The result indicates that employee empowerment has a significant and positive impact on organizational commitment. Also, job satisfaction is considered as a potential mediator between employee empowerment and organizational commitment. Furthermore, to sup-port the results current study used the social exchange theory. Finally, some theoretical and practical contributions to employee empowerment and organizational commitment literature, and research limitations and future directions are presented.

This research aims to analyze and develop a theoretical framework, built with a performance model influenced by the work environment and entrepreneurial orientation, and mediated by organizational commitment. This research used a quantitative approach as the methodology. The survey was distributed using a questionnaire instrument. The population in this study were 6,708 MSME owners in Brebes Regency, Central Java, Indonesia, and the sample in this study were 377 MSME owners, which was determined using the Slovin formula. The sampling technique in this research used a non-random sampling with proportional sampling. Simultaneously, the statistical method used to test the hypotheses in this study is a multivariate Structural Equation Modelling (SEM). Based on the results of statistical tests, it can be known partially that 1) Work environment has a significant effect on the performance of MSMEs, 2) Entrepreneurial orientation has a significant effect on the performance of MSMEs, 3) Organizational commitment has a significant effect on the performance of MSMEs. 4) Work environment has a significant effect on organizational commitment, 5) Entrepreneurial orientation has a significant effect on organizational commitment, 6) Work environment has a significant effect on the performance of MSMEs through organizational commitment, and 7) Entrepreneurial orientation has a significant effect on the performance of MSMEs through organizational commitment. The novelty in this study is that the empirically constructed model of organizational commitment has proven to be significant as a mediation of the work environment and entrepreneurial orientation towards performance. with the strongest influence of work environment and entrepreneurial orientation on organizational commitment.

Problems related to emotional intelligence, job satisfaction, organizational citizenship behavior, and organizational commitment in the world of education, especially lecturers in providing services for students is relevant in the analysis for the sustainability of the quality of an institution. Thus, this study aims to analyze the increase in organizational commitment in Indonesia by involving 371 lecturers from 19 universities in Bandung. Structural Equation Modeling (SEM) using AMOS was employed in selecting the sample. The results explain emotional intelligence had positive effects on organizational citizenship behavior and on organizational commitment, and job satisfaction had positive effects on organizational citizen-ship behavior and on organizational commitment. Organizational citizenship behavior was empirically proven to have a positive effect on organizational commitment. In examining the mediating variable, the results show that emotional intelligence positively influenced the or-ganizational commitment through organizational citizenship, and that job satisfaction had a positive effect on organizational commitment through organizational citizenship behavior as a mediating variable.

The availability of the internet and its usage has become accessible to all and it has contributed to the ease of employees avoiding work pressure and leading it for non-work-related matters, which is cyberloafing. It has caused many problems in organizations and the most affected are organization commitment. The purpose of this study is to examine the impact of workload dimensions (psychological workload and physical workload) on organizational commitment. It also seeks to determine whether cyberloafing mediates the link between workload and organizational commitment. A survey was conducted on 304 employees of a mining company in Jordan. Descriptive statistics, correlation, multiple regression, and hierarchical regression analyses were performed to analyse the data using SPSS v23. The results showed that the workload significantly influenced the organizational commitment among the employees. Cyberloafing was found to partially mediate the link between both workload variables and organization commitment. The study was conducted in the mining industry in Jordan. Thus, future study is suggested to examine the model in other industries and countries.

This study aims to analyze the effect of personality on organizational commitment mediated and moderated by deviant behavior and employee engagement. The study was conducted at PT. Smartfren Telecom, Tbk in Malang City, involving 105 respondents of frontline employees and the collected data were proceed using Partial Least Square (PLS) analysis. The finding shows that personality did not affect the enhancement of employee's organizational commitment directly. Instead, personality was able to indirectly affect organizational commitment through engagement and a good personality will decrease deviant behavior. While deviant behavior itself did not influence organizational commitment, neither mediate nor moderate the relationship between personality and organizational commitment. Meanwhile, employee engagement was able to mediate the influence of personality toward the organizational commitment, but not to moderate the relationship between the two variables. The study places deviant behavior, and employee engagement were used as the mediating and moderating variables on the effect of personality on the organizational commitment of frontline employees. The highlight of this study is that deviant behavior was not able to act as both the mediating and moderating variable on the influence of personality on organizational commitment.

The purpose of this study was to examine and analyze the influence of personality, motivation, job satisfaction, employee engagement, organizational commitment on employee performance in PT. PLN (Persero) The Power Generation Unit of Mahakam, Indonesia. There were 167 employees participated in this survey using a saturated sample in which all populations were sampled. The re-search model used in this study was a structural model to test the hypotheses proposed by the SEM (Structure Equation Modeling) analysis technique using the Warp PLS 6.0 program approach. The results show that personality and job satisfaction had a positive and significant effect on employee engagement. Motivation was not significant to employee engagement. Personality and motivation were not significant to organizational commitment. Job satisfaction had positive and significant effect on organizational commitment. Personality, motivation, and job satisfaction did not have significant effect on employee performance. Employee engagement was positive and significant for organizational commitment. Employee engagement and organizational commitment were positive and significant for employee performance.

Human Resource Management (HRM) has the capacity of influencing the organizational behavior of the employees, thereby ensuring the achievement of the competitive advantage. This study proposes to assess the relationship between human resources (HR) practices and competitive advantage. It is also intended to test organizational commitment as a mediator, between HR practices and competitive advantage among the employees of the private universities in Jordan. The data were gathered from 232 individuals employed at ten private universities located in Jordan. PLS, SEM was performed on the data, using the SmartPLS 3 software. HRM practices result in a statistically significant variation in competitive advantage. Relationship of HRM practices and competitive advantage was partially mediated by organizational commitment. HRM practices resulted in a statistically significant variation in and organizational commitment. Our findings contribute to the existing body of literature of how organizational commitment can mediate the relationships among the HR practices adopted by organizations and competitive advantage. Jordanian private universities should improvise extra attention over HR practices that contribute positively toward the performance of employees.

Organizational citizenship behavior (OCB) has received a great deal of attention among researchers recently given the practical importance and its implication for the organizations. Building on a theoretical framework that links characteristics of leader and perception of individuals and their work settings to organizational commitment (OC) and citizenship behavior, the objective of this study was to investigate the relationship between spiritual leadership, job attitudes, and organizational citizenship behavior among lecturers at Islamic University. A cross-sectional design was used to meet the objectives set. Data were collected through the administration of questionnaires to 170 lecturers from Islamic University in Malang. Data were collected through 5 questionnaires in which participants completed measures of spiritual leadership, job satisfaction, organizational commitment, and OCBs. Results showed that one of the seven hypotheses proposed was rejected in this study. The results of structural equation modeling indicated a direct effect between spiritual leadership and OCB, and an indirect effect of organizational commitment on the relationship between spiritual leadership and job satisfaction toward OCB. The implications of these findings, as well as directions for future research, are addressed.