The impact of psychological empowerment on turnover intention in Chinese university counselors: the mediation role of burnout and the moderating role of professional identity

Human resources have had a strategic role in both sustainable and competitive business since it is inimitable element of business. The purpose of this research is to investigation the impact of employee engagement (independent variable) on job insecurity (dependent variable) and then moderating role of psychological empowerment of employees in oil and gas sector. These variables have the key significance for their employees and betterment of the organizations. It is a qualitative research, field study through survey methodology, 100 employees of 11 multinational oil and gas companies participated in the study from Pakistan. Cronbach alpha, Pearson correlation coefficient and hierarchal regression were used for various analyzes of this study. The findings of the research revealed that employee engagement is significant for reducing feelings of insecurity in a job, meanwhile if they are empowered psychologically, their commitment and loyalty is increased many times. Findings of this study will provide the insight to the benefits, challenges and issues related with it.

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The impact of support on employees' adaptive behavior: a moderated mediation model

Journal of Managerial Psychology ◽

10.1108/jmp-05-2020-0249 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Ceyda Maden-Eyiusta ◽

Zeynep Yesim Yalabik ◽

Mehmet Ali Burak Nakiboglu

Keyword(s):

Adaptive Behavior ◽

Psychological Empowerment ◽

Personal Selling ◽

Content Type ◽

Adaptive Selling ◽

Mediating Role ◽

Adaptive Selling Behavior ◽

The Impact ◽

Moderating Role

PurposeDrawing on the social exchange theory, this study focuses on the impact of perceived organizational support (POS) and perceived supervisor support (PSS) on employees' adaptive (selling) behavior in a personal selling context. As part of the support-adaptive behavior relationship, the authors also explore the mediating role of psychological empowerment and the moderating role of customer orientation (CO).Design/methodology/approachData were collected from 200 salespeople from the financial and pharmaceutical sectors in Turkey. Hypotheses were tested with hierarchical multiple regressions and hierarchical moderated regressions.FindingsSupported salespeople feel more empowered in their jobs and show adaptive (selling) behavior. Our results also show that the impact of support on adaptive selling behavior through empowerment is stronger for salespeople with low CO.Research limitations/implicationsThis study has two limitations: the generalizability of its findings and cross-sectional design. Still, it significantly contributes to support, empowerment and adaptive behavior literature.Practical implicationsBy creating a supportive work environment and by training their managers to improve their support skills, organizations boost their employees' adaptability. Both of these support practices motivate employees to use their discretion in sales situations. Organizations should also evaluate and manage their employees' level of CO by conducting company surveys and by increasing top management communication.Originality/valueThis study tests the mediating role of psychological empowerment on the relationship between POS, PSS and adaptive behavior in the understudied personal selling context. The authors also test the moderating role of CO in the proposed model.

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The Impact of a Supervisor’s Conflict Resolution Style on a Nurse’s Organizational Citizenship Behavior and Turnover Intention in Hospital : The Moderating Role of Emotional Intelligence

Korean Journal of Resources Development ◽

10.24991/kjhrd.2017.12.20.4.137 ◽

2017 ◽

Vol 20 (4) ◽

pp. 137-157 ◽

Cited By ~ 1

Author(s):

Choon Hee Yang ◽

Young Sook Kang

Keyword(s):

Emotional Intelligence ◽

Conflict Resolution ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Turnover Intention ◽

Citizenship Behavior ◽

The Impact ◽

Moderating Role

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THE IMPACT OF WELL-BEING AT WORK AND PSYCHOLOGICAL CAPITAL OVER THE TURNOVER INTENTION: A STUDY OF TEACHERS

RAM Revista de Administração Mackenzie ◽

10.1590/1678-6971/eramg190064 ◽

2019 ◽

Vol 20 (2) ◽

Cited By ~ 1

Author(s):

ANGELO POLIZZI FILHO ◽

JOSÉ A. C. S. CLARO

Keyword(s):

Organizational Behavior ◽

Turnover Intention ◽

Design Methodology ◽

Affective Commitment ◽

Psychological Capital ◽

Well Being ◽

The University ◽

The Impact ◽

Moderating Role

ABSTRACT Purpose: To investigate a theoretical conceptual model for the intention of rotation, analyzing its relationship with well-being at work, psychological capital and intention of rotation. Originality/value: The study contributed to present unpublished aspects and an apparent gap in the theoretical revision of the national literature by the absence of research investigating the relations between psychological capital and intention of rotation. Design/methodology/approach: Research of empirical nature and quantitative approach. We tested four hypotheses regarding the interactions of the variables, using a self-completion questionnaire containing five validated and accurate Brazilian measures. Findings: The hypotheses were confirmed, indicating that teachers have a well-being at work composed of greater satisfactions with colleagues, managers and tasks, and minors with salaries and promotions, medium indexes of involvement with work and affective commitment to the university in which they worked, revealing a low intention of rotation. In the international literature, the concept of psychological capital arises, proposing us future investigations and creating a line of research in Brazil in the measurement of the moderating role of psychological capital in the relations between constructs of organizational behavior. It is essential that other professional categories be studied in the search for evidence about the use of psychological capital as a moderating variable in the relation between the objective dimensions of this study.

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The Impact of Work-Life Balance on Employees’ Job Satisfaction and Turnover Intention; the Moderating Role of Continuance Commitment

International Letters of Social and Humanistic Sciences ◽

10.18052/www.scipress.com/ilshs.51.33 ◽

2015 ◽

Vol 51 ◽

pp. 33-41 ◽

Cited By ~ 3

Author(s):

Marjan Fayyazi ◽

Farshad Aslani

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Negative Relationship ◽

Work Life ◽

Work Life Balance ◽

Life Balance ◽

Continuance Commitment ◽

The Impact ◽

Moderating Role

Work-life imbalance has several negative impacts on employees’ attitudes and behaviors and consequently influences organizations’ performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees’ job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfaction – turnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB – turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment

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Moderating Role of Person Job-Fit Facet between Hierarchical Plateau and Turnover Intention

South Asian Journal of Management Sciences ◽

10.21621/sajms.2021152.04 ◽

2021 ◽

Vol 15 (2) ◽

pp. 176-190

Author(s):

Ramesh Kumar ◽

Waqar Akbar ◽

Naveed R. Khan

Keyword(s):

Turnover Intention ◽

Structural Equation ◽

Banking Sector ◽

Positive Impact ◽

Equation Modeling ◽

Job Fit ◽

Industrial Sectors ◽

The Impact ◽

Moderating Role

This study aims to examine the impact of hierarchical plateau on turnover intention with moderating role of person job-fit facet. Hierarchical plateau is a point of an individual's career life where the probability of being promoted further is low. The theory of work adjustment (TWA) is applied in this research study which measures that satisfaction level of an employee and leaving a company when needs and desired system of the person and the organization system mismatched at the workplace. Overall 260 employees participated by filling the self-administrated questionnaires from three different industrial sectors of Karachi, Pakistan including banking sector, pharmaceutical and insurance employees but result of completely and accurately filled questionnaires of 223 employees were tested. The results are generated through using Structural Equation Modeling (PLS-SEM) technique. The results show that hierarchical plateau has positive impact on turnover intention. However, moderating role of person job fit facet (neither demand abilities nor need supplies) moderates' relationship between independent and dependent variable. This study provides a model to management leaders and practitioners who can extremely look into this growing issue not only in Pakistan but worldwide. Certain actions need to be implemented by management to foster a positive attitude towards turnover intention through proper recruitments, development strategies and career training programs over the span of time. Furthermore, the study also provides the guidelines to HR departments to design the policies to resolve hierarchical plateau issues in their organization.

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