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Die vorliegende Studie möchte einen Beitrag zur Erforschung der Frage leisten, inwiefern Rechtsformwechsel bei Stiftungen Auswirkungen auf das Commitment der Beschäftigten haben. Der Fokus liegt dabei auf den Wechselabsichten des Personals beziehungsweise auf dem Absentismus. Im Rahmen einer qualitativen Forschung wurden drei Stiftungen betrachtet, in denen ein Rechtsformwechsel stattgefunden hat. Die Untersuchung wurde mittels Expert/-inneninterview durch eine semistrukturierte Befragung anhand eines Interviewleitfadens durchgeführt. Die Auswertung der Daten erfolgte durch eine qualitative Inhaltsanalyse per QDA-Software. Dabei konnte festgestellt werden, dass bei Einhaltung der Maßnahmen zur Stärkung des Commitments wenige und dann nur positive Auswirkungen zu erkennen sind, da sich Fehlzeiten und Absentismus nicht wesentlich veränderten. Für die Praxis ist relevant, dass die Vorteile der Änderung der Rechtsform einer Stiftung gegenüber den Risiken überwiegen. Weitere Forschungsbedarf,besteht hinsichtlich des nachlassenden Engagements beim Personal im Hinblick auf Änderungen.
The present study investigates the relationship between a leader's expectation, Leader-member exchange (LMX), training & development (T&D), organizational culture (OCL) and employee performance (EP) in the context of the banking sector of Pakistan. It also examines the relationship between leaders' expectations, LMX, T&D, organizational culture and employee performance with the mediating effect of organizational commitment. Furthermore, this study examines the moderating role of gender between employee performance and organizational commitment. This study was motivated by the inconsistent findings in the literature on the leadership, in particular the Pygmalion effect (leaders' expectation) and leader-member-exchange on employee performance with the mediation of organizational commitment and moderation role of gender.
These inconsistencies led to a new stream of research that indicates the importance of examining especially the effect of leader’s expectation and leader-member-exchange on individual productivity with the mediation of organizational commitment. With this purpose in mind, this study considers these theories, the social exchange theory is the main one and Pygmalion mechanism and leader-member exchange are supportive theories of mapping and positioning the potential relationships between the variables within the conceptual framework. The data was collected through an online questionnaire. The questionnaire was distributed to 650 middle level bank employees in the top ten banks in three major cities of Pakistan, Lahore, Islamabad, and Karachi. Out of the 650 questionnaires, 350 were returned, of which 280 were deemed usable for actual data analysis using smart PLS-SEM. The direct relationship as well as the mediation of organizational commitment between the variables was analysed by using smart PLS-3 software. Findings showed that Leader's expectation, LMX, organizational culture and organizational commitment have a positive relationship with employee performance except T&D. Furthermore, the results supported the moderating role of gender between organizational commitments and employee performance. The study identifies practical, methodological and theoretical implications and recommendations for future research.