Emmanuel Isaiah Z.

Detera

Topic/ URL Relevant Statement from the Reference Paraphase References

Key
Terms
1. Employe https://ww From the research theme Motivation The study of Phong Thanh Nguyen, Andri Nguyen, P. T.,
e w.dinastipu Factors, Leadership, Work Environment, Yandi and M. Rizky Mahaputra determine Yandi, A., &
Peforma b.org Organizational Culture, employee’s performance by researching the Mahaputra, M. R.
nce, /DIJDBM/art Work Performance Competence, and factors that may affect the it such as (2020). Factors that
Motivati icle/ Compensation, which affect Employee Motivation Factors, Leadership, Work influence employee
on download/3 Performance. Hypothesis has been Environment, Organizational Culture, Work performance:
8258 obtained for further research, namely: Performance Competence, and motivation,
Work Motivation has a relationship and Compensation. With that, a hypothesis was leadership,
affects the Employee Performance; made that Motivation Factors, Leadership, environment,
Leadership influences Employee Work Environment, Organizational Culture, culture
Performance; Work Work Performance Competence, and organization, work
environment influences employee Compensation has influence to the Employee achievement,
performance; Organizational Culture Performance competence and
influences Employee Performance; compensation (A
Job Performance influences Employee study of human
Performance; Competence influences resource
Employee Performance Compensation management
influences Employee Performance. literature studies).
Dinasti
International
Journal of Digital
Business
Management, 1(4),
645-662.

2. Ethical https://ww This study builds a cross-level moderation The study of Qiuxiang Wen, Yingxuan Wu, Wen, Q., Wu, Y., &
Leadershi w.mdpi.com model to investigate the impact of ethical and Jing Long is to evaluate the influence of Long, J. (2021).
p, /2071- leadership on employees’ innovative ethical leadership on workers' innovative Influence of ethical
Employe 1050/13/3/ behavior and the mediating role of behavior, as well as the mediating function of leadership on
es 1359/pdf organization-based self-esteem and the organizational-based self-esteem and the employees’
innovativ moderating role of flexible human moderating role of flexible human resource innovative
Emmanuel Isaiah Z. Detera
e resource management. On the basis of a
behavior questionnaire survey of 146 supervisors
and 365 subordinates in the mainland of
China, the empirical results show that: (a)
Ethical leadership positively affects
employees’ innovative behavior
significantly; (b) Organization-based self-
esteem has a partial mediating
relationship innovative behavior.
and (c) flexible human resource
management plays a positive moderating
role in the relationship between
organization-based self-esteem and
employees’ innovative behavior, and it
also positively
moderates the mediating effect of
organization-based self-esteem on the
relationship between ethical leadership
and employees’ innovative behavior. The
findings reveal the internal mechanism
and boundary condition of ethical
leadership influencing employees’
innovative behavior, which provide a
reference for enterprises to encourage
employees to innovate and have
important practical significance for
employees to actively pursue innovative
activities in the workplace.
3. Political https://redf The article aims to provide an insight into
Behavior, ame.com/jo the relationship among political behavior,
Organizat urnal/index. trust in manager and organizational
ional php/jets/art commitment in sports organizations. The
Trust, icle/view/39 research is designed with a descriptive and
Organizat 57 relational survey model which is one of
management. The empirical findings, based behavior: The role
on a questionnaire survey of 146 supervisors of organization-
and 365 subordinates on the Chinese based self-esteem
mainland, show that: Ethical leadership has a and flexible human
significant positive impact on employees' resource
innovative behavior; Organization-based management. Sust
self-esteem has a partial mediating effect on ainability, 13(3),
ethical leadership and employees' innovative 1359.
behavior, and flexible human resource
management is a positive moderator in the
association between organizational self-
esteem and employees' creative behavior, as
well as a positive moderator in the
relationship between organizational self-
esteem and employees' innovative behavior.
moderates the mediating influence of
organizational self-esteem on the connection
between ethical leadership and creative
conduct by workers. The findings reveal the
internal mechanism and boundary condition
of ethical leadership influencing employees'
innovative behavior, providing a framework
for businesses to encourage employees to
innovate as well as practical implications for
employees to actively pursue innovative
activities in the workplace.
The study of Sevim Gullu and Kadir Yildiz aims Gullu, S., & Yildiz,
to give the insights in sports organizations K. (2019). An
regarding the relationship among political Analysis on the
behavior, organizational commitment, and Relationship
trust in management. The research utilized among Trust in
convenience sampling method which is one Manager, Political
Emmanuel Isaiah Z. Detera
ional the qualitative research methods. The
Commit research group consists of 109 employees
ment (48 females, 61 males) working in Erzincan
Youth Services and Provincial Directorate
of Sports, selected with convenience
sampling method, one of the non-random
sampling methods. As data collection
tools, Personal Information Form,
Organizational Commitment Scale, Trust in
Manager Scale and Political Behavior Scale
were used. SPSS 22 package program was
used to analyze the data. Arithmetic
mean, frequency and standard deviation
were used in the statistical
representations of the data. For the
normality of the data, skewness and
kurtosis values were taken into
consideration and the data were found to
have a normal distribution. Pearson
correlation analysis and multiple
regression analysis were used to analyze
the data. The results of the study show
that there is a negative relationship
between the sub-dimensions of the
political behavior scale and the sub-
dimensions of the trust in manager scale.
Similarly, as the values of the sub-
dimensions of the political behavior scale
increase, the organizational commitments
of the participants decrease. According to
the results of multiple regression analysis,
the sub-dimension of cognition-based
trust, one of the sub-dimensions of trust in
manager scale, is an important predictor
of the non-random sampling methods with a Behavior and
group of 109 employees which consist of 48 Organizational
females and 61 males working on Erzincan Commitment: The
Youth Services and Provincial Directorate of Case of a Sports
Sports. Moreover, it is designed with a Organization. Journ
descriptive and relational survey which is one al of Education and
of the qualitative researcher methods. As Training
data collection tools, Personal Information Studies, 7(3).
Form, Organizational Commitment Scale,
Trust in Manager Scale and Political Behavior
Scale were used. SPSS 22 package program
was used to analyze the data. The statistical
representations of the data were done by
using arithmetic mean, frequency, and
standard deviation. Skewness and kurtosis
values were used for the formality of data.
Pearson correlation analysis and multiple
regression analysis were used to analyze the
data. The results of the study showed the
importance of the predictor of affective
commitment which is one of the sub-
dimensions of organizational commitment
scale from the multiple regression analysis,
the sub-dimension of cognition-based trust,
one of the sub-dimensions of trust in
manager scale.
Emmanuel Isaiah Z. Detera

of affective commitment, which is one of

the sub-dimensions of organizational
commitment scale.

4. Work http://www The research objective is to test and The study of Resman Budiman Situmorang, Situmorang, R. B.
Environm .ijpbaf.net/i analyse The Influence of Human Resources Erlina and M. Lian Dalimunthe aims to (2019). Analysis Of
The Influence Of
ent, ndex.php/ij Competence, Motivation, Work conduct hypothesis testing using multiple
Human Resources
Motivati pbaf/article/ Environment and the Role of Leadership linear regression with coefficient of Competence,
on, view/141 on the Performance Of asset Steward in determination (F-Test and T-Test) to analyze Motivation, Work
Human The Organization of Regional Devices (47 and test the influence of human resources Environment And
Resource OPD) Serdang Bedagai Regency competence motivation, work environment, The Role Of
Compete Hypothesis testing uses multiple linear and the role of leadership on the Leadership On The
Performance Of
nce regression with coefficient of performance of asset steward in the
Asset Steward In
determination, F-test and t-test. The Organization of Regional Devices (47 OPD) The Organization
results of the analysis of research data and Serdang Bedagai Regency. The results of the Of Regional
discussion, the conclusions obtained are analysis show that Partially, Human Devices Serdang
that Partially, Human Resources Resources Competence, Motivation, Work Bedagai
Competence, Motivation, Work Environment and Role of Leadership have a Regency. Internatio
nal Journal of
Environment and Role of Leadership have positive and significant effect on the
Public Budgeting,
a positive and significant effect on the Performance of Asset Steward in the Accounting and
Performance of Asset Steward in the Organization of Regional Devices Serdang Finance, 2(1), 1-12.
Organization of Regional Devices Serdang Bedagai Regency.
Bedagai Regency. Then simultaneously,
Human Resources Competence,
Motivation, Work Environment and Role
of Leadership have a positive effect on the
Performance of Asset Steward in the
Organization of Regional Devices Serdang
Bedagai Regency.
5. Employe https://ww The purpose of this paper is to examine The study of Min Jeong Kang and Min Jung Kang, M., & Sung,
e w.emerald.c how a company’s symmetrical internal Sung aims to investigate the latter M. (2017). How
engagem om/insight/ communication efforts could influence its communication behaviors of employees symmetrical
employee
ent, content/doi employees’ perception of relationship about their company to other people and communication
Commun /10.1108/JC outcomes with the company and the their intentions and to know how will a leads to employee
Emmanuel Isaiah Z. Detera
ication OM-04- subsequent employee communication
2016- behaviors about the company to others
0026/full/ht and their turnover intention. The study
ml collected the data from a survey of
randomly selected 438 individuals who
work as sales representatives of the case
organization. Respondents were randomly
selected through stratified sampling. For
the overall statistical procedure, this study
adopted the two-step structural equation
modeling: based on the final
measurement model analysis from
confirmatory factor analysis, the proposed
structural model was tested using latent
variables. The findings of the study
demonstrated that the effects of
employee relationship management and
symmetrical internal communication
indeed exist beyond ECBs to the actual
managerial outcomes. The findings also
suggest a three-stage model of employee
communication management:
employee/internal communication
management antecedents; employee
engagement; and supportive outcomes of
effective employee communication
programs, such as supportive/extra ECBs.
6. Manageri https://ww The study investigates the impact of
al w.qurtuba.e managerial coaching behavior on job
Coaching du.pk/jms/d performance and role of organizational
Behavior, efault_files/ commitment and role clarity. Structured
Job JMS/special questionnaires are used as an instrument,
Performa _edition/3% which consist of different items with high
nce 20FMM/16 reliability and validity. Total 283
company influence its employees with engagement and
symmetrical internal communication. Data positive employee
were collected from a survey of randomly communication
behaviors: The
selected 438 individuals using stratified mediation of
sampling who works as sales representatives employee-
if the case organization. The findings showed organization
that the actual managerial outcomes beyond relationships. Journ
ECBs are affected by the effects of employee al of
Communication
relationship management and symmetrical
Management.
internal communication. Additionally,
suggesting employee/internal
communication management antecedents;
employee engagement; and supportive
outcomes of effective employee
communication programs, such as
supportive/extra ECBs which are three-stage
model of employee communication
management.
The study of Sidra Akhtar and Muhammad Akhtar, S., & Zia-
Zia-ur-Rehman aims to investigate on how ur-Rehman, M.
managerial coaching behavior affects the job (2017). Impact of
managerial
performance, role of organizational
coaching behavior
commitment and role clarity. Different on job
hypotheses are made to check association performance:
among different variables. Using Structured analyzing the role
of organization
Emmanuel Isaiah Z. Detera
%20(AIC- employees from different banks of
FMM%2020 Rawalpindi and Islamabad are selected as
17)%20297- sample. Probability sampling technique is
318%20Sidr used to gather data. Different hypotheses
a%20Akhtar are made to check association among
%20Dr.%20Z different variables such as managerial
ia%202.pdf coaching and job performance, managerial
coaching and organizational commitment
etc. Correlational analysis is used to check
association between different variables.
Regression analysis is also conducted for
hypothesis testing. Results shows a
positive relationship of managerial
coaching with role clarity, job
performance and organizational
commitment, similarly positive
relationship between role clarity and
organizational commitment and role
clarity and job performance while there
exist a mediating role of role clarity and
organizational commitment between the
relationship of managerial coaching and
job performance.
7. Organizat https://ww The purpose of this study is to investigate
ional w.emerald.c the mediating effects of organization-
based om/insight/ based self-esteem (OBSE) for the
self- content/doi relationship between workplace ostracism
steem, /10.1108/BJ with helping behavior, voicing behavior,
In-role M-06-2016- in-role behavior, and deviant behavior.
behavior 0130/full/ht The study was designed using a three-
ml wave self-reported survey. Confirmatory
factor analysis, structural equation
modeling, and bootstrapping for indirect
effects were conducted to test the study’s
questionnaires and probability sampling commitment and
technique from 283 employees from role clarity. Journal
different banks of Rawalpindi and Islamabad. of Managerial
Sciences, 11(3),
To conduct hypothesis testing, regression 298-318.
analysis is conducted. Results shows a
positive relationship of managerial coaching
with role clarity, job performance and
organizational commitment which resulted to
have a positive outcome in terms of role
clarity, job performance, and organizational
commitment.
The study of Yang Woon Chung and Ji Yeon Chung, Y. W., &
Yang was designed using a three-wave self- Yang, J. Y. (2017).
The mediating
reported survey which are confirmatory
effects of
factor analysis, structural equation modeling, organization-based
and bootstrapping which are used to self-esteem for the
investigate the mediating effects of relationship
organization-based self-esteem (OBSE) for between workplace
the relationship between workplace ostracism and
workplace
ostracism with helping behavior, voicing
behaviors. Baltic
behavior, in-role behavior, and deviant Journal of
behavior which the results showed that the Management.
Emmanuel Isaiah Z. Detera
hypotheses. The findings showed that
OBSE to fully mediate the relationship
between workplace ostracism and helping
behavior, voicing behavior, and in-role
behavior, while OBSE partially mediated
workplace ostracism and deviant behavior
as workplace ostracism was found to have
a direct effect on deviant behavior.
8. Organiza https://ijstm This study aimed to determine
tional .inarah.co.id organizational culture and commitment
Culture, /index.php/i mediated by motivation for school
Employe
jstm/article/ administration staff's career development
e view/204 in the South Tangerang Region. Using the
Commit purposive sampling technique in this
ment study's data collection, the respondents
were administrative staff from schools in
the South Tangerang region with 100
respondents. The analysis uses Structural
Equation Modeling testing through
SmartPLS. The results showed that
motivation has a role in mediating the
relationship between organizational
culture and employee commitment to
school administration staff' career
development in South Tangerang Region.
9. Innovati https://ww This study aims to assess the relationship
ve Work w.emerald.c between proactive personality and
Behavior
om/insight/ innovative work behavior by incorporating
, The impact of a
content/doi the mediating role of work engagement
Proactive /10.1108/LO and moderating role of transformational
Personali DJ-11-2020- leadership between proactive personality
ty 0518/full/ht and work engagement. Data were
ml collected from 259 employees working in
relationship between workplace ostracism
and helping behavior, voicing behavior, and
in-role behavior completely intercede with
OBSE, on the other hand, deviant behavior as
workplace ostracism was found to have a
direct effect on deviant behavior and OBSE
partially intercede with workplace ostracism.
The study of Hery Winoto Tj aims to discover Tj, H. W. (2021).
the organizational culture and commitment The Influence Of
using the purposive sampling technique Organization
Culture And
mediated by motivation for school Commitment
administration staff's career development in Mediated By
the South Tangerang Region. The Motivation To
respondents were administrative staff from Career
schools in the South Tangerang region with Development Of
School
100 respondents and analyzed using
Administrative Staff
Structural Equation Modeling testing through In The South
SmartPLS. The results showed that in South Tangerang
Tangerang Region, the relationship between Regional. Internatio
organizational culture and employee nal Journal of
commitment to school administration staff' Science,
Technology &
career development is affected by the
Management, 2(3),
motivation as a mediator. 668-672.
The study of Namra Mubarak, Jabran Khan, Mubarak, N., Khan,
Robina Yasmin and Atasya Osmadi collected J., Yasmin, R., &
Osmadi, A. (2021).
data using purposive sampling techniques
from 259 employees from Pakistani small and proactive
medium businesses provided information personality on
(SMEs) to examine the relationship between innovative work
proactive personality and innovative work behavior: the role
behavior by including the mediating role of of work
engagement and
Emmanuel Isaiah Z. Detera
Pakistani small-medium enterprises
(SMEs). The purposive sampling technique
was used to collect data. For hypothesis
testing, Preacher and Hayes process
macro was employed. Confirmatory factor
analysis verified the distinctiveness of the
variables used in this study. The findings
show that a proactive personality had a
positive influence on innovative work
behavior directly and indirectly through
work engagement, and transformational
leadership positively moderates the
relationship between a proactive
personality and work engagement in such
a way that with high transformational
leadership behavior relationship will be
strengthened.
10. Ethical https://ww The study at hand examined the mediating
leadershi w.tandfonli role of meaningful work in the negative
p, Work ne.com/doi/ association between ethical leadership
Passion abs/10.1080 and service employees’ knowledge-hiding
/02642069. behavior. The role of harmonious work
2020.17396 passion as a contingent factor of the direct
57 association between ethical leadership
and service employees’ knowledge-hiding
behavior was also tested. Based on time-
lagged (three waves, two months apart)
survey data collected from 471 employees
working in 52 service sector firms
spanning different industries, the results
showed a negative association between
ethical leadership and service employees’
engagement in knowledge-hiding
behaviors, both directly and indirectly, via
work engagement and the moderating role of transformational
transformational leadership. Preacher and leadership. Leaders
Hayes process macro was utilized for hip & Organization
Development
hypothesis testing, Confirmatory factor Journal.
analysis was used to verify the distinctiveness
of the variables of the study. Results showed
that the transformational leadership
positively moderates the relationship
between a proactive personality and work
engagement in such a way that the
relationship is strengthened with high
transformational leadership behavior.
Moreover, A proactive personality has a
positive influence on innovative work
behavior both directly and indirectly through
work engagement
The study of Moazzam Ali,Muhammad Anser, M. K., Ali,
Usman,Muhammad Luqman Tauheed Rana M., Usman, M.,
and Zahid Yousaf focused on the significance Rana, M. L. T., &
Yousaf, Z. (2021).
in mitigating the negative relationship Ethical leadership
between ethical leadership and knowledge- and knowledge
hiding behavior among service personnel hiding: an
which the relationship between ethical intervening and
leadership and knowledge-hiding conduct interactional
analysis. The
among service employees was also
Service Industries
investigated to determine if it has direct ties Journal, 41(5-6),
with harmonious work passion. The clear link 307-329.
between ethical leadership and knowledge
concealment was also discovered to be
dependent on harmonious work passion. The
findings imply that by demonstrating ethical
behaviors and supporting employees'
perceptions of meaningful work, managers
Emmanuel Isaiah Z. Detera
meaningful work. It was also found that
the direct association between ethical
leadership and knowledge hiding was
contingent on harmonious work passion.
The findings suggest that managers can
deter service employees’ engagement in
knowledge-hiding behaviors and achieve a
sustainable competitive advantage by
demonstrating ethical behaviors and
bolstering employees’ perceptions of
meaningful work.
11 Situation https://tiny This study will discuss the impact of
al url.com/3vb situational leadership style on employee’s
Leadershi d3dbn motivation to clarify how situational
p and Its leadership affects the productivity of
Effective employees inside an organization. A
ness in quantitative data collection approaches
Rising was used in order to study the relationship
Employe between both variables, were 150
e participants employed at hospitals in
Productiv North Lebanon filled a well-designed
ity: A questionnaire to cover different aspects of
Study on situational leadership, demographic being
North the first part of the questionnaire,
Lebanon followed by situational leadership
Organizat behavior of the managers, and ending
ion with the last part of the questionnaire,
employee behavior. Data collected is
analyzed using SPSS, through factor
reduction technique in order to unveil the
relationship between situational
leadership and employee productivity. As
a second step analysis in this research
paper, regression equation is generated to
might dissuade service personnel from
engaging in knowledge-hiding practices and
achieve a sustained competitive advantage.
The study of Ghazzawi, K., Shoughari, R. E., & Ghazzawi, K.,
Osta, B. E. discusses the effects of situational Shoughari, R. E., &
leadership on employee motivation in order Osta, B. E. (2017).
Situational
to explain how situational leadership leadership and its
influences workers' productivity inside an effectiveness in
organization. In order to investigate the rising employee
relationship between these two variables, a productivity: A
quantitative data collection method was study on North
Lebanon
employed. 150 participants who worked in
organization. Huma
hospitals in North Lebanon completed a well- n Resource
designed questionnaire that covered various Management
aspects of situational leadership, starting Research, 7(3),
with demographic information, moving on to 102-110.
managers' situational leadership behavior,
and concluding with employee behavior. To
determine the connection between
situational leadership and worker
productivity, data was gathered and analyzed
using the SPSS factor reduction approach. In
this research paper's second level of analysis,
regression equations are created to
determine how changes in one or more
factors influence the others. As conclusion to
Emmanuel Isaiah Z. Detera
find how change in one or more factor
affects the other one(s). As a conclusion of
the results, we can clearly conclude that
employees working in the hospitals of
North Lebanon are influenced by
situational leadership behaviors of their
managers
12 The https://ww The purpose of this study is to analyze the
Effect of w.emerald.c impact of motivation and organization
Work om/insight/ citizenship behavior on performance of
Motivati content/doi employees at PT. Bank Aceh Syariah
on on the /10.1108/97 Lhokseumawe. The research was
Employe 8-1-78756- conducted at Bank Aceh Syariah located at
e 793-1- Lhokseumawe. The population in this
Performa 00065/full/h research were all members of the
nce with tml employees at Bank Aceh Syariah
Organizat Lhokseumawe (146 employees), the
ion samplesof this research were 74
Citizenshi employees at Bank Aceh Syariah
p Lhokseumawe.The tool of analysis was
Behavior path analysis using SPSS, while the
as method of data analysis was path
Interveni analysis.The results of this study indicate
ng that the work motivation had positive and
Variable significant impact on organization
at Bank citizenship behavior and performance of
Aceh employees on PT. Bank Aceh Syariah
Syariah Lhokseumawe. Otherwise organization
citizenship behavior had positive and
significant effect on employees
performance at PT. Bank Aceh Syariah
Lhokseumawe.
13 INTERAC http://www This study mainly focused on three issues.
TIONS .ajmse.leena They are: how does human oriented
the results, it is evident that managers'
situational leadership behaviors have an
impact on the staff members of North
Lebanon's hospitals.
The goal of the study of Dharma, Y. is to Dharma, Y. (2018).
examine how employee performance at PT The effect of work
Syariah Bank Aceh Lhokseumawe is impacted motivation on the
employee
by motivation and organizational citizenship performance with
behavior. Employees made up the whole organization
population of this study. Where SPSS was citizenship behavior
used to evaluate 74 workers The findings of as intervening
this study suggest that employee variable at Bank
Aceh Syariah.
performance and organization citizenship
In Proceedings of
behavior were positively and significantly MICoMS 2017.
impacted by job motivation. Otherwise, the Emerald Publishing
performance of the workforce was positively Limited.
and significantly impacted by the
organization's civic behavior.
In this study of Wijesinghe, A. G. K., three Wijesinghe, A. G.
concerns were the primary focus of this K. (2018).
Interaction between
Emmanuel Isaiah Z. Detera

BETWEE - leader behavior affect employee investigation. They are: How does a leader's Human-oriented
N luna.co.jp/A performance?, how does person emphasis on people effect the productivity of leader behavior
HUMAN- JMSEPDFs/V organization value fit affect employee their workforce? , How does employee and Person-
Organization value
ORIENTE ol.7(3)/AJM performance?, and whether there is an performance impact person-organization fit? fit on employee
D SE2018(7.3- interaction effect between leader , and whether there is an interaction impact performance. Asian
LEADER 04).pdf behavior and person-organization value fit on employee performance between leader Journal of
BEHAVIO on conduct and person-organization fit. To Management
R AND employee performance. A questionnaire assess how well-rated these criteria were by Sciences &
Education, 7 (3),
PERSON- survey was undertaken to evaluate employees, a questionnaire survey was
32-41.
ORGANIZ employees’ ratings on these variables. The conducted. 250 middle level workers from
ATION sample was comprised of 250 middle level relevant Sri Lankan firms made up the
VALUE employees in relevant organizations in Sri sample. The analysis of covariates was used
FIT ON Lanka. Hypotheses testing were carried to test hypotheses. The findings showed that
EMPLOYE out by using Analysis of Covariates. Results person-organization fit, and a leader's
E revealed that leader behavior and person- conduct are significant determinants of
PERFOR organization value fit are powerful employee success. Additionally, the results
MANCE predictors on employee performance. offered some insights into how management
Further, results provided some insights might improve worker performance even in
into how management can enhance situations when there is a poor person-
employee performance even under low organization fit by modifying the leadership
person-organization value fit by style.
moderating the style of leadership.
14 Investiga https://link. To capture an employee’s psychological This research of Lin, X., Clay, P. F., Hajli, N., & Lin, X., Clay, P. F.,
ting the springer.co perception of unethical behavior in the Dadgar, M. incorporates organizational Hajli, N., & Dadgar,
Impacts m/article/10 workplace, this paper integrates elements into the Theory of Reasoned Action M. (2018).
Investigating the
of .1007/s1055 organizational factors into the Theory of to capture an employee's psychological view impacts of
Organizat 1-016-3209- Reasoned Action. By conducting an of unethical behavior at work. They observed organizational
ional 4#article- empirical study in a Chinese firm, we that codes of conduct and performance factors on
Factors info found that codes of conduct and pressure have a substantial impact on an employees’
on performance pressure have a significant employee's attitude toward and societal unethical behavior
within organization
Employe influence on an employee’s attitude perceptions about unethical behavior by
in the context of
es’ toward and social beliefs about unethical performing an empirical study in a Chinese Chinese firms.
Unethical behavior. We also demonstrated that company. They also showed how immoral Journal of Business
Behavior employees’ unethical behaviors affect the actions by workers impact an entrepreneurial Ethics, 150(3), 779-
Emmanuel Isaiah Z. Detera
Within firm performance of an entrepreneurial
Organizat venture. The insights gleaned from the
ion findings on this Chinese company have
in the several important implications for both
Context research and practice.
of
Chinese
Firms
15 Determin https://tiny The purpose of this study is to highlight
ants and url.com/3kc the role of person-organization fit, person-
Organizat 2p7j3 job fit and organizational culture toward
ion organization citizenship behavior. Further,
Citizenshi it analyses how employee motivation acts
p as a mediator between the relationship of
Behavior person-organization fit, person-job fit,
al organizational culture and organization
Outcome citizenship behavior. For analysis data was
s of collected through a questionnaire based
Employe on adopted scales and the sample
e consisted of 350 employees of 3S dealers
Motivati of automobile manufacturers in Multan
on: An district, Pakistan. Exploratory factor
Empirical analysis and confirmatory factor analysis
Study were conducted to provide statistical
evidence for hypotheses. Person-
organization fit, person-job fit and
organizational culture were found
significant in predicting organization
citizenship behavior directly and through
mediation. The results showed that there
is significant partial and full mediation
between mediated variables (POF-EM-
OCB), significant partial and full mediation
between (PJF-EM-OCB) and significant
venture's business success. The conclusions 791.
drawn from the investigation on this Chinese
corporation have various significant
ramifications for both practice and research.
The goal of this study of Wasaya, A., Hussain, Wasaya, A.,
W., & Bhutta, Z. M. is to emphasize the Hussain, W., &
contribution of organizational culture, job fit, Bhutta, Z. M.
Determinants and
and person-organization fit to organizational Organization
citizenship behavior. It also examines the link Citizenship
between person-organization fit, person-job Behavioral
fit, organizational culture, and organizational Outcomes of
citizenship behavior and how employee Employee
Motivation: An
motivation mediates that relationship. 350
Empirical Study.
workers of 3S dealers for automakers in
Pakistan's Multan district made up the
sample, and data were gathered using a
questionnaire based on scales that had been
adopted. To offer statistical support for
ideas, exploratory and confirmatory factor
analyses were performed. Organizational
culture, person-job fit, and person-
organization fit were found to be significantly
predictive of organizational citizenship
behavior both directly and indirectly. The
findings revealed substantial partial and
complete mediation between the mediated
variables (POF-EM-OCB), significant partial
and full mediation between (PJF-EM-OB), and
significant partial and full mediation between
(OC-EM-OCB). Therefore, person-
Emmanuel Isaiah Z. Detera
partial and full mediation between (OC-
EM-OCB). Hence, person organization fit
directly effects the mediated relationship
of employee motivation on organization
citizenship behavior, such as when
employees are motivated they perform
wellbeing for the organization. This study
shows an indirect and direct significant
relation of organizational culture.
16. Effect of https://tiny This research was designed to evaluate
Organizat url.com/23a and analyse the impact of the OSC on high
ional 8ft5p school results, to determine and analysis
Citizenshi the effect of the work on the school's
p results at secondary schools, and to
Behavior, determine and analyse the influence of
Work OSC on school performance in midschools.
Satisfacti As an analysis tool, this review uses
on and quantitative methods. Data collection has
Organizat been done through the distribution of
ional online electronic questionnaires to senior
Commit high school teachers in Jakarta. Snowball
ment sampling data set of 150 Senior High
toward School teachers. The results of this study
Indonesi show that the relationship between job
an School satisfaction and school performance is
Performa significant, the correlation between
nce organization's engagement and school
performance is relevant, and that the link
is significant between organizational
citizenship and school performance.
17. The http://m.gr The purpose of this research is to study
influence owingscienc the effect of organizational commitment
of e.com/msl/ on job performance through the
organization fit has a direct impact on the
mediated link between employee motivation
and organizational citizenship behavior, since
driven workers go above and beyond for the
good of the company. This study
demonstrates the considerable indirect and
direct relationship between organizational
culture.
This of Purwanto, A. study was created to Purwanto, A.
assess and examine the effect of OSC on high (2020). Effect of
school outcomes, to identify and examine the organizational
citizenship
impact of work on secondary school results, behavior, work
and to assess and examine the impact of OSC satisfaction and
on midschool performance. This review use organizational
quantitative techniques as an analytical tool. commitment toward
The distribution of online electronic Indonesian School
questionnaires to Jakarta senior high school Performance. Sys
Rev Pharm, 11(9),
teachers served as the method for gathering 962-971.
data. 150 instructors from Senior High
Schools were sampled using a snowball
method. The findings of this study
demonstrate that there is a substantial
connection between work happiness and
academic achievement, as well as a
connection between organizational
involvement and academic achievement and
organizational citizenship.
The study of Loan, L. aims to investigate how Loan, L. (2020).
work satisfaction acts as a mediator between The influence of
organizational commitment and job organizational
commitment on
Emmanuel Isaiah Z. Detera
organizat Vol10/msl_2 mediating role of job satisfaction. Four
ional 020_185.pdf hypotheses were developed, the first
commitm three predicted positive relationships
ent on between organizational commitment, job
employe satisfaction and job performance and the
es’ job last one suggested the mediating effect of
performa job satisfaction. 547 employees in
nce: The Vietnamese enterprises were surveyed
mediatin and analyzed using PROCESS macro
g role of developed by Hayes, 2013 The results of
job the study supported all the hypotheses.
satisfacti Accordingly, organizational commitment
on had a positive impact on job performance;
organizational commitment had a positive
impact on job satisfaction; job satisfaction
had a positive impact on job performance
when organizational commitment was
controlled. The strength of the relation
between organizational commitment and
job performance was significantly reduced
when job satisfaction was added to the
model, suggesting the mediating role of
job satisfaction. Therefore, the secret of
success lies in improving job satisfaction
through solutions to enhance
organizational commitment, thereby
increase job performance
18. Work https://publ This quantitative study was conducted to
Attitude, isher.uthm. explore the relationship between work
Organizat edu.my/ojs/ attitudes, organizational commitment and
ional index.php/J emotional intelligence among vocational
Commit TET/article/ college teachers in Malaysia. This study
ment and view/7898 involved 263 respondents consisting of
Emotiona vocational college teachers throughout
performance.The first three of the four employees’ job
hypotheses projected that organizational performance: The
commitment, work satisfaction, and job mediating role of
job
performance would all be positively satisfaction. Manag
correlated, whereas the fourth hypotheses ement Science
proposed that job satisfaction may operate as Letters, 10(14),
a mediating factor. Utilizing the PROCESS 3307-3312.
macro created by Hayes in 2013 to survey
and evaluate 547 employees in Vietnamese
businesses. All of the hypotheses were
validated by the study's findings. So, when
organizational commitment was regulated,
work satisfaction had a favorable effect on
job performance as well as on organizational
commitment, which in turn had a good effect
on job performance. When work happiness
was included in the model, the correlation
between organizational commitment and job
performance was much weaker, which
suggests that job satisfaction plays a
mediating function. As a result, increasing
work performance through enhancing
organizational commitment through
solutions to promote job satisfaction is the
key to success.
The quantitative study of Ahad, R., Mustafa, Ahad, R., Mustafa,
M. Z., Mohamad, S., Abdullah, N. H. S., & M. Z., Mohamad,
Nordin, M. N. focuses on the connections S., Abdullah, N. H.
S., & Nordin, M. N.
between organizational commitment, (2021). Work
emotional intelligence, and work attitudes attitude,
among Malaysian instructors at vocational organizational
colleges. 263 respondents from vocational commitment and
emotional
Emmanuel Isaiah Z. Detera
l Malaysia. Analysis with Structural
Intelligen Equation Modelling (SEM) approach using
ce of Analysis of Moment Structures (AMOS)
Malaysia software was conducted. The results of
n the analysis show that, there is a
Vocation significant positive relationship between
al College work attitudes, organizational
Teachers commitment and emotional intelligence.
Therefore, this study can be used as a
guide to stakeholders in managing
vocational colleges, teachers and
organizations properly.
19. Job https://ww The study investigates the mediating role
insecurit w.sciencedir of work engagement in the relationship
y, work ect.com/sci between job insecurity (JIS) and
engagem ence/article nonattendance and non-green behaviors
ent and /abs/pii/S02 and proposes several areas for future
their 7843192030 research about JIS and its potential
effects 0244 consequences. Data were gathered from
on hotel hotel employees using one-week time lag
employe between the study waves and their direct
es’ supervisors in Guangzhou in China.
nongreen Structural equation modeling as well as
and bias-corrected bootstrapping method
nonatten supported the hypothesized relationships.
dance The surveys used in this empirical
behavior investigation were prepared using the
s back-translation method. Using a 4-step
process to establish mediation as
proposed by Frazier et al. (2004), the
results showed that organizational
commitment has significant impacts on
employee’s performance at work.
college teachers across Malaysia were a part intelligence of
of this study. Analysis of Moment Structures Malaysian
(AMOS) software was used in a structural vocational college
teachers. Journal of
equation modeling (SEM) technique. The Technical
analysis's findings indicate a strong positive Education and
association between organizational Training, 13(1), 15-
commitment, work attitudes, and emotional 21.
intelligence. As a result, stakeholders may
utilize this study as a roadmap to effectively
manage vocational institutions, instructors,
and organizations.
The study of Karatepe, O. M., Karatepe, O. M.,
Rezapouraghdam, H., & Hassannia, R. focuses Rezapouraghdam,
H., & Hassannia, R.
at the function of work engagement as a
(2020). Job
mediator in the relationships between job insecurity, work
insecurity (JIS), absenteeism, and non-green engagement and
behaviors. It also makes numerous their effects on
suggestions for further research on JIS and its hotel employees’
possible effects. In Guangzhou, China, data non-green and
nonattendance
were collected from hotel staff utilizing a
behaviors.
one-week time lapse between research International
waves and their immediate supervisors. The Journal of
associations predicted by structural equation Hospitality
modeling and the bias-corrected Management, 87,
bootstrapping approach were validated. The 102472.
back-translation approach was employed to
create the questionnaires that were used in
this empirical inquiry. The findings
demonstrated that organizational
commitment has substantial effects on
employee performance at work using a 4-
step procedure to establish mediation as
Emmanuel Isaiah Z. Detera

Commitment might enhance or suggested by Frazier et al. (2004).

inhibit employees’ willingness to do the Commitment may strengthen or hinder
job, as such it affects their job productivity
workers' motivation to do their duties, which
and quality. has an impact on the quantity and quality of
their work.
20. EFFECT http://ejour The purpose of this study was to Purwanto, A., Purba, J. T., Bernarto, I., and Purwanto, A.,
OF nal.polbeng. determine and examine the effect of Sijabat, R. set out to conduct this study Purba, J. T.,
Bernarto, I., &
TRANSFO ac.id/index. transformational leadership, to investigate how organizational
Sijabat, R. (2021).
RMATIO php/IBP/arti organizational commitment and job commitment, job satisfaction, and Effect of
NAL cle/view/18 satisfaction on organizational citizenship transformational leadership impacted transformational
LEADERS 01 behavior in high schools in Banten organizational citizenship behavior in high leadership, job
HIP, JOB Province. The sample in this study was schools in the Banten Province. 220 satisfaction, and
SATISFAC taken from 220 managers of supply chain managers of supply chain management organizational
commitments on
TION, management implemented company implemented firm responses served as the
organizational
AND respondents. Sampling in this study using study's sample. The Simple Random Sampling citizenship
ORGANIZ the Simple Random Sampling technique. method was used for sampling in this behavior. Inovbiz:
ATIONAL The analysis technique used is multiple investigation. Multiple regression analysis is Jurnal Inovasi
COMMIT regression analysis. The results of the the method of analysis performed. The Bisnis, 9(1), 61-69.
MENTS analysis and testing show that research and testing results demonstrate that
ON transformational leadership has a positive organizational citizenship behavior is
ORGANIZ and significant effect on organizational positively and significantly influenced by
ATIONAL citizenship behavior, job satisfaction has a transformational leadership, job satisfaction,
CITIZENS positive and significant effect on and organizational commitment. This study
HIP organizational citizenship behavior, has shown that organizational citizenship
BEHAVIO organizational commitment has a positive behavior in supply chain management
R and significant effect on organizational implemented companies is influenced by
citizenship behavior. This study has proven transformational leadership, organizational
that transformational leadership, commitment, and work satisfaction.
Organizational commitment and job
satisfaction influence organizational
citizenship behavior in supply chain
management implemented company.
21. Relations https://ww The research objective was to analyze the The goal of the study of UTAMI, N. M. S., UTAMI, N. M. S.,
hip w.koreascie effect of work behavior on organizational Sapta, I., VERAWATI, Y., & Astakoni, I. was to Sapta, I.,
VERAWATI, Y., &
Emmanuel Isaiah Z. Detera
between nce.or.kr/ar citizenship behavior (OCB) and
Workplac ticle/JAKO2 organizational commitment. For this, the
e 0210056942 researchers analyzed the effect of
Spiritualit 4324.page organizational commitment on OCB and
y, analyze organizational commitment as a
Organizat mediating variable in the relationship
ional between workplace behavior and OCB.
Commit This study employed survey data for 80
ment and employees of 12 village credit institutions
Organizat in the Badung Regency. This research uses
ional data collection techniques: interviews
Citizenshi conducted with employees working in
p Badung Regency both in managers and
Behavior staff positions; Questionnaire, namely, by
using several closed questions given to the
Badung Regency employees regarding
workplace spirituality, organizational
commitment, and OCB. The analysis
technique used the partial least squares
(PLS) approach and the Sobel test. The
results show that workplace spirituality
does not affect OCB but positively affects
organizational commitment. Also,
organizational commitment has a positive
effect on OCB. The major findings are
organizational commitment acts as a
mediating variable in the relationship
between workplace spirituality and OCB.
22. Perceive https://tiny The researchers have focused on factors
d url.com/ch2 that foster knowledge sharing, ignoring
organizat utjb4 those that foster knowledge hiding
ional behavior. What is lacking in the literature
support, is a comprehensive review that considers
psycholo the combined effects of personal (i.e.,
examine how organizational citizenship Astakoni, I. (2021).
behavior (OCB) and organizational Relationship
commitment are impacted by work behavior. between workplace
spirituality,
In order to do this, the researchers looked at organizational
how organizational commitment affected commitment and
OCB and how it acted as a mediating factor in organizational
the link between OCB and workplace citizenship
behavior. For this study, 80 staff from 12 local behavior. The
Journal of Asian
credit institutions in the Badung Regency
Finance,
participated in a survey. In order to obtain Economics and
data for this study, managers and staff Business, 8(1),
members of the Badung Regency were 507-517.
interviewed. A questionnaire was also used,
in which workers were asked a series of
closed-ended questions on workplace
spirituality, organizational commitment, and
OCB. The Sobel test and the partial least
squares (PLS) method were utilized in the
analytical process. The findings indicate that
while organizational commitment is positively
impacted by workplace spirituality, OCB is
not. Additionally, organizational dedication
benefits OCB. The main conclusions are that
organizational commitment mediates the
association between workplace spirituality
and OCB.
A. M. M. Alnaimi and H. Rjoub concentrated Alnaimi, A. M. M., &
on elements that encourage knowledge Rjoub, H. (2021).
sharing while disregarding those that Perceived
organizational
encourage knowledge concealment. What is support,
missing from the research is a thorough psychological
analysis that considers the combined impact entitlement, and
Emmanuel Isaiah Z. Detera
gical psychological entitlements) and situational
entitlem (i.e., POS) factors on knowledge hiding and
ent, and extra-role behavior. Thus, this study
extra- combined potential fostering and
role hindering factors to assess their effects on
behavior: bank employee’s extra-role behavior.
The Utilizing survey data collected from 375
mediatin employees in Jordanian commercial banks,
g a structural equation modeling was
role of applied to analyze the data. Results from
knowled structural equation modeling show that
ge hiding (1) perceived organizational support has a
behavior positive impact on extra-role behavior, (2)
knowledge hiding behavior has a negative
impact on extra-role behavior, (3)
psychological entitlement has a positive
impact on knowledge hiding behavior, and
(4) knowledge hiding behavior mediated
the relationship between psychological
entitlement and extra-role behavior.
Implications for theory and practice are
discussed.
23. The https://thes This study examines the mediation role of
mediatio hillonga.co organization citizenship behavior between
n role of m/index.ph employee motivation and productivity at
organizat p/jhed/articl pharmaceutical Industries in KRG. The
ion e/view/288 researchers employed quantitative
citizenshi research method via using a survey to
p measure the current study. The
behaviou questionnaire was distributed randomly
r among 150 administrative employees of
between different pharmaceutical industries in
employe Kurdistan region. The findings revealed
of individual and environmental variables on extra-role behavior:
knowledge concealment and extra-role The mediating role
conduct. In order to evaluate their influence of knowledge
hiding behavior.
on bank employees' extra-role activity, this Journal of
study included possible fostering and Management &
hindering elements. A structural equation Organization,
modeling technique was used to examine 27(3), 507-522.
survey data from 375 employees of Jordanian
commercial banks. Results from structural
equation modeling indicate that extra-role
behavior is positively impacted by perceived
organizational support, negatively impacted
by knowledge hiding behavior, positively
impacted by psychological entitlement, and
that knowledge hiding behavior mediates the
relationship between psychological
entitlement and extra-role behavior.
The research of F. Ismael, B. Hussein, M. S. Ismael, F.,
Ibrahim, & S. Akoye investigates how Hussein, B.,
Ibrahim, M. S., &
organizational citizenship behavior mediates
Akoye, S. (2022).
the relationship between worker motivation The mediation role
and productivity in the KRG pharmaceutical of organization
industries. To evaluate the current study, the citizenship
researchers used a survey as a quantitative behaviour between
research method. 150 administrative workers employee
motivation and
from various pharmaceutical firms in the
productivity:
Kurdistan area received the questionnaire at Analysis of
random. The research results showed that Pharmaceutical
Emmanuel Isaiah Z. Detera

e that organization citizenship behavior has organizational citizenship behavior Industries in KRG.
motivatio a significant and positive mediation role significantly and favorably mediates the International
n and between motivation factors and relationship between productivity and Journal of
Humanities and
productiv productivity at pharmaceutical industries motivational elements in the pharmaceutical Education
ity: in Kurdistan region of Iraq. sectors in Iraq's Kurdistan region. Development
Analysis (IJHED), 4(1), 10-
of 22.
Pharmac
eutical
Industrie
s in KRG
24. Large https://dl.ac In this paper, we present what we believe Through examination of a sizable telemetry Cao, H., Lee, C. J.,
Scale m.org/doi/a is the most comprehensive study of dataset gathered from February to May 2020 Iqbal, S.,
Analysis bs/10.1145/ remote meeting multitasking behavior of U.S. devices, Cao, H., Lee, C. J., Iqbal, S., Czerwinski, M.,
Wong, P. N., Rintel,
of 3411764.34 through an analysis of a large-scale Czerwinski, M., Wong, P. N., Rintel, S., ... & S., ... & Yang, L.
Multitask 45243 telemetry dataset collected from February Yang, L. present what they believe to be the (2021, May). Large
ing to May 2020 of U.S. Microsoft employees most thorough investigation of remote scale analysis of
Behavior and a 715-person diary study. Our results meeting multitasking behavior in this work. multitasking
During demonstrate that intrinsic meeting Microsoft workers and a diary study of 715 behavior during
remote meetings.
Remote characteristics such as size, length, time, people. The results show that intrinsic
In Proceedings of
Meetings and type, significantly correlate with the meeting qualities like size, length, time, and the 2021 CHI
extent to which people multitask, and kind strongly influence how much people Conference on
multitasking can lead to both positive and multitask, and multitasking can have both Human Factors in
negative outcomes. Our findings suggest beneficial and harmful effects. Also, the Computing
important best-practice guidelines for results have design ramifications for Systems (pp. 1-13).
remote meetings and design implications productivity tools as well as significant best
for productivity tools. practices for remote meetings.
25. Contribut https://ijmir Due to low performance of the In this paper, an effort has been made to Soni, A.
ion of .org/doc/Vo employees, production level has been identify the causes of low employee output Contribution of
Organizat l-1-No-2- affect worst and in turn profit and and performance, which in turn leads to Organizational
Behavior (OB) to
ional 2021/ERTW revenues of the organization also affected absenteeism, low turnover, an inability to enhance efficiency
Behavior _20_2811_IJ and eventually employees’ promotion, manage work and personal obligations, and a in Public and
(OB) to MIR_Paper_ perks, benefits, training and even the lack of enthusiasm. In order to collect data, a Private Sector
enhance 5_Anubhav_ expansion plan of the firm gets affected two-stage technique has been implemented, Organization.
Emmanuel Isaiah Z. Detera

efficiency Mgmt_38- badly In this paper, an effort has been in which data were initially obtained from
in Public 49.pdf made out to find the factors for low lower staff and then, at the second stage,
and production and low performance of the from top management and middle level
Private employee and in turn, absenteeism, low workers. Because the data were discrete, a
Sector turnover, not able to coup up with work regression analysis was required to draw
Organizat life balance, lack of motivation. For the conclusions from them. The analysis's
ion data collection, two stage approach has conclusion is that there is a significant link
been implemented, in which, data have between employee absence and turnover. To
been collected from lower staff at first improve the caliber of labor in public
stage and at second stage, and data have enterprises, guidelines have been established
been collected from the top-level in addition to surveys.
management as well as middle level staff.
The data collected have been of discrete
nature, therefore, a regression analysis is
needed to conclude the data. The
outcome of the analysis comes as the
strong connection between the turnover
and employee’s absenteeism. In addition
to surveys, recommendations have been
established to increase the quality of labor
in public corporations.
Topic
Presentation
MIT PSM05 – Human Behavior in Organization
Prepared by: Emmanuel Isaiah Z. Detera
Organization

Divine Word College of Legazpi is a

catholic Education institution that provides
quality education and service and pursues
a culture of excellence towards holistic
human development. With the vision of
having a qualified, competent and
committed academic and administrative
personnel producing globally competitive
graduates guided by moral values.

2
Organizational Structure

3
Organizational Structure
VP for Academic Affairs
The executive officer of the college for
academic concerns is the vice president for
academic affairs. VPAA oversees fostering and
enhancing the academic lives of the faculty
members and students across the board of the
institution.

4 Annual Review July 3, 2022

Organizational Setup
The organization set-up of the institution is
a hierarchical type of organization which
has different levels of authority and chain of
commands which connects related
managerial levels in the organization. The
learning modality of the organization is
shifting towards blended learning to give
academic services to the students.
However, there are problems in faculty
employment where in short term
employment of faculties are frequent due to
human behavior of and work commitment
to the organization.
5
Research Objectives

The research aims to study the human

behavior of college faculties regarding the
commitment to work in Divine Word College of
Legazpi. The study will be focusing on the
following:
(1) determine the opinion of the faculties that
affect the reasons on working in the
institution;
(2) evaluate the sentiment of the faculties in
terms of their reasons on working in the
institution.

6
End of Presentation

Thank you! God bless!