The Relationship Between Toxic Leadership, Job Insecurity, Workplace Bullying and Turnover Intention in the Malaysian Context: A Multilevel Mediational Perspective

2021 ◽  
pp. 181-210
Author(s):  
Brenda Ying Hui Sim ◽  
Michelle Chin Chin Lee ◽  
Sharon Sam Mee Kwan ◽  
Michelle R. Tuckey
Keyword(s):  
Turnover Intention ◽  
Workplace Bullying ◽  
Job Insecurity ◽  
Toxic Leadership ◽  
The Relationship

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

scholarly journals Toxic leadership: Effects on job satisfaction, commitment, turnover intention and organisational culture within the South African manufacturing industry

2020 ◽  
Vol 18 ◽  
Author(s):  
Amelda Paltu ◽  
Marissa Brouwers
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Turnover Intention ◽  
Organisational Culture ◽  
The Body ◽  
Toxic Leadership ◽  
Job Outcomes ◽  
The Impact ◽  
The Relationship ◽  
Insight Into

Orientation: The impact of toxic leadership on employees and organisations has only recently become the focus of certain research studies.Research purpose: The general objective of this research was to investigate the relationship between toxic leadership, job satisfaction, turnover intention and commitment. The aim further was to test whether organisation culture mediates the relationship between toxic leadership and certain job outcomes such as job satisfaction, turnover intention and commitment.Motivation for the study: Currently, no knowledge is available on the relationships between toxic leadership and job outcomes within the context of South African manufacturing organisations. Therefore, this study provides South African organisations and researchers with an insight into such a relationship and the mentioned mediation of organisational culture in the process.Research approach/design and method: A cross-sectional research design with a sample size of N = 600 manufacturing employees was used. Product–moment correlations, multiple regression and structural equation modelling were used.Main findings: The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships.Practical/managerial implications: The results provided organisations’ insight into the possible consequences of toxic leadership on employees and the organisations’ culture.Contribution/value-add: The improved understanding of toxic leadership and the relationship with certain job outcomes contributes to the body of knowledge on both the theory of toxic leadership and on employees’ experience of such leadership styles in the work environment.

scholarly journals Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes?

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Nele De Cuyper ◽  
Hans De Witte
Keyword(s):  
Turnover Intention ◽  
Job Insecurity ◽  
Future Research ◽  
Temporary Workers ◽  
Organisational Commitment ◽  
Wide Range ◽  
The Relationship ◽  
Moderating Role ◽  
Positive Work

Research on the consequences of job insecurity among temporary workers has been largely exploratory. This study investigates whether job insecurity either mediates or moderates the relationship between type of contract (temporary versus permanent) and its outcomes. It extends previous research by including a wide range of outcomes (job satisfaction, engagement, organisational commitment, trust, general health, irritation, turnover intention, performance, and positive work life interference), most of which have not yet been considered in this context. Results (N = 656) point to the moderating role of job insecurity, however only for outcomes reflecting immediate reactions. Implications for future research are discussed.

scholarly journals Job Embeddedness: a Strategy to Reduce Voluntary Turnover Intention

2020 ◽  
Vol 11 (2) ◽  
pp. 271-282
Author(s):  
Alifah Ratnawati ◽  
Ken Sudarti ◽  
Mulyana Mulyana ◽  
M Husni Mubarok
Keyword(s):  
Job Performance ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Voluntary Turnover ◽  
Job Embeddedness ◽  
Contract Employees ◽  
Central Java ◽  
Administrative Personnel ◽  
The Relationship

This study examines the relationship between Job Embeddedness and Job Insecurity to voluntary turnover intention and job performance. The sample of this study were 209 respondents from permanent or contract employees who worked as secretaries, clerical or administrative personnel in government or private offices in Central Java, Indonesia. This study used Structural Equation Modelling (SEM) for hypothesis testing. Result of this job insecurity cannot be used to predict voluntary turnover intention or job performance. Job embeddedness is divided into three types, namely job embeddedness link, job embeddedness fit, and job embeddedness sacrifice. Job Embeddedness link and Job Embeddedness fit have no effect on voluntary turnover intention, but they can be used to predict job performance. In contrast, Job embeddedness sacrifice has an effect on voluntary turnover intention but cannot be used to predict job performance. Voluntary turnover intention proved able to be used to predict job performance.

scholarly journals Pengaruh Job Insecurity terhadap Turnover Intention dengan Employee Morale dan Psychological Strain sebagai Variabel Mediasi pada Profesi Keperawatan di Jakarta

Syntax Idea ◽  
2021 ◽  
Vol 3 (11) ◽  
pp. 2395
Author(s):  
Hutri Mardika RM ◽  
Yustinus H Yogatama
Keyword(s):  
Turnover Intention ◽  
Health Workers ◽  
Job Insecurity ◽  
Employee Morale ◽  
Test Results ◽  
Online Questionnaire ◽  
Psychological Strain ◽  
Policy Makers ◽  
The Relationship ◽  
Tremendous Impact

The Covid-19 pandemic that has been going on since March 2020 in Indonesia until the time this research was conducted has had a tremendous impact on all industries, including health services in general and hospitals in particular. The economic impact on health care institutions caused by the decline in patients at the beginning of the pandemic and the necessity to prepare personal protective equipment so that they must carry out efficiency and the risk of contracting disease for health workers and workers in hospitals can create feelings of insecurity (job insecurity). These feelings affect work morale (employee morale) and psychological barriers (psychological strain) of nurses as the frontline and can trigger a desire to resign (turnover intention). The online questionnaire was filled out by 110 nurses who worked in hospitals in Jakarta, Indonesia in the period leading up to the 1-year period of the Covid-19 pandemic (February-April 2021) faced by Indonesia. Classical Assumption Test with SPSS and PLS-SEM was used to determine the effect of job insecurity on turnover intention with employee morale and psychological strain as mediating variables. From the test results, it was found that job insecurity positively affects the turnover intention of nurses who work in hospitals in Jakarta. Employee morale mediates the relationship between job insecurity and turnover intention, while psychological strain is not proven to mediate this relationship. In conclusion, the turnover intention of nurses working in hospitals in Jakarta 1 year after the pandemic can be influenced by job insecurity conditions. Hospital management and policy makers also need to consider the moral and psychological aspects of health workers, especially nurses as one of the health workers on the front line

scholarly journals Injustice perceptions, workplace bullying and intention to leave

2020 ◽  
Vol 43 (1) ◽  
pp. 1-13
Author(s):  
Iselin Reknes ◽  
Mats Glambek ◽  
Ståle Valvatne Einarsen
Keyword(s):  
Turnover Intention ◽  
Design Methodology ◽  
Workplace Bullying ◽  
Intention To Leave ◽  
Perceived Injustice ◽  
Bus Drivers ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

PurposeIntention to leave as an outcome of exposure to workplace bullying is well documented in previous studies, yet, research on explanatory conditions for such an association is lacking.Design/methodology/approachThe present study investigates the relationship between injustice perceptions, exposure to bullying behaviors and turnover intention, employing a moderated mediation analysis based on a reanalysis and extension of data gathered among a sample of Norwegian bus drivers (N = 1, 024).FindingsAs hypothesized, injustice perceptions were indirectly related to intention to leave via workplace bullying, however, only under conditions of higher perceived injustice levels.Practical implicationsThe results underscore the importance of preventing workplace bullying and of maintaining ample levels of justice at work, where employees are treated with fairness and respect.Originality/valueThe study adds important knowledge to the bullying literature by focusing on the role of mechanisms and moderators in bullying situations, investigating how the combination of workplace bullying and injustice perceptions is reflected in employees' intention to leave the organization.

scholarly journals Job insecurity, leadership empowerment behaviour, employee engagement and intention to leave in a petrochemical laboratory

2010 ◽  
Vol 8 (1) ◽  
Author(s):  
Sonet Van Schalkwyk ◽  
Danie H. Du Toit ◽  
Adriaan S. Bothma ◽  
Sebastiaan Rothmann
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Turnover Intention ◽  
Job Insecurity ◽  
Intention To Leave ◽  
Job Security ◽  
Measuring Instruments ◽  
Utrecht Work Engagement Scale ◽  
Correlational Design ◽  
The Relationship

Orientation: Engaging individuals at work plays an important role in retaining them. Job security and leadership empowerment behaviour are antecedents of employee engagement.Research purpose: The objective of this study was to investigate the relationship between job insecurity, leadership empowerment behaviour (as perceived by the employees who report to leaders), employee engagement and intention to leave their jobs in a petrochemical laboratory.Motivation for the study: Knowledge of the effects of job insecurity and leadership on employee engagement and turnover intention will contribute to improved talent management.Research design, approach and method: A correlational design was used. A total of 169 employees in a petrochemical laboratory were studied. The measuring instruments included the Job Insecurity Index, the Leadership Empowerment Behaviour Questionnaire, and the Utrecht Work Engagement Scale. Two questions were used to measure intention to leave.Main findings: The results showed that job insecurity was not statistically significantly related to employee engagement and turnover intention. Leadership empowerment behaviour contributed statistically significantly to employee engagement and low turnover intention. Employee engagement partially mediated the relationship between leadership empowerment behaviour and turnover intention.Practical implications: Leaders should be developed to show empowerment behaviour, because it affects employee engagement, which in turn affects their turnover intentionContribution: This was the first study that demonstrated the effect of empowerment behaviour of leaders on the engagement and turnover intention of employees.

scholarly journals The influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction

2021 ◽  
Vol 3 (3) ◽  
pp. 01-12
Author(s):  
Nur Laeli Masykuroh ◽  
Muafi Muafi
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Turnover Intention ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Job Fit ◽  
Contract Employees ◽  
The Relationship

This study aims to examine and analyze the influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction. The population of this study are permanent and contract employees of Pamella 6 and 7 Supermarket Yogyakarta, with the number of 148 people. From a total of 148 employees from management to subordinates, 108 employees of Pamella 6 and 7 Supermarket Yogyakarta become the research sample. The data analysis used in this study is path analysis using Partial Least Square (PLS). The results of this study prove that: (1) Job insecurity negatively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (2) Person-job fit positively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (3) Job satisfaction negatively and significantly influences turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; (4) Job satisfaction is able to mediate the relationship between job insecurity and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; and (5) Job satisfaction is able to mediate the relationship between person-job fit and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta.

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