scholarly journals Does Person-organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions?

2013 ◽  
Vol 99 ◽  
pp. 274-281 ◽  
Author(s):  
Esra Alniaçik ◽  
Ümit Alniaçik ◽  
Serhat Erat ◽  
Kültigin Akçin
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Person Organization Fit

scholarly journals The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city.  Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

scholarly journals The role of psychological empowerment and job satisfaction on turnover intentions directly and indirectly through affective commitment on registered nurses in healthcare industry of twin cities (Islamabad and Rawalpindi) of Pakistan

2020 ◽  
Vol 9 (2) ◽  
pp. 314
Author(s):  
Nosheen Rafiq ◽  
Dr. Syed Haider Ali Shah ◽  
Shakeel Sajjad ◽  
Saleh Ahmed Salem Alyafei
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Service Industry ◽  
Psychological Empowerment ◽  
Equation Modeling ◽  
Twin Cities ◽  
Healthcare Industry

The shift from financial capital to the human capital has brought a significant change in the workplace and market. The role of nurses is getting crucial day by day and there is great need of retention of nurses in order to sustain the smooth operation of hospitals. Nurses’ turnover has gained much importance and has become a concern for the hospitals. Psychological empowerment plays a vital role in retention of the employees and in return leads to success of the organization. Proper psychological empowerment and job satisfaction build such an environment that leads to develop people and enhance their affective commitment in industry like service industry, particularly in healthcare industry where the first impression of an organization is portrayed by their nurses. Researchers and practitioners have paid much of their attention to understand this phenomenon. The aim of the study is to investigate the role of psychological empowerment and job satisfaction on nurses’ turnover intentions directly and indirectly through affective commitment. This study filled the gap by investigating such relationships in healthcare industry which has previously neglected, particularly at nurses level. A total of 520 questionnaires have been distributed in registered public and private hospitals located in twin cities of Pakistan. Structural Equation Modeling (SEM, AMOS) was employed to test hypotheses. This study showed relationships and interesting findings with mediation analysis. Findings of this study are important for top management of hospitals. In order to retain nurses, this study offers the theoretical and practical implications which could be used to enhance the affective commitment of nurses and reduce the turnover intentions.  

scholarly journals Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting

2016 ◽  
Vol 20 (3) ◽  
Author(s):  
Ingle Larkin ◽  
Laurie Brantley-Dias ◽  
Anissa Lokey-Vega
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Phase I ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Professional Community ◽  
Online Teachers ◽  
For Profit ◽  
K 12

The purpose of this study was to measure and explore factors influencing K-12 online teachers’ job satisfaction, organizational commitment, and turnover intentions. Using Maslow’s Hierarchy of Needs (1954), Herzberg’s Two-Factor Theory of Satisfaction (1959, 1968), Meyer and Allen’s measure of Organizational Commitment (1997), and Fishbein and Ajzen’s Theory of Reasoned Action and Planned Behavior (1975), this mixed-methods study was conducted in public, private, charter, for-profit, and not-for-profit K-12 online schools in a single Southeastern state. The researchers used a sequential explanatory design by collecting and analyzing quantitative data and then qualitative data in two consecutive phases. Phase I included a 74-item survey with responses from 108 participants. Results revealed that K-12 online teachers have a moderate to high level of job satisfaction, which corresponds to their affective commitment to their organization and their intent to remain teaching in the online setting in the immediate, intermediate, and long-term future. Participants identified flexibility, meeting student needs, technical support, and their professional community as the most satisfying aspects of their jobs. Compensation, workload, missing face-to-face interaction with students, and unmotivated students were identified as least satisfying aspects of their work. In Phase II, eight qualitative focus group interviews were conducted and analyzed using constant comparative methods; these findings confirmed and illuminated quantitative results from Phase I. This study informs K-12 online school leaders, policymakers, and researchers of statistically significant variables that influence K-12 online teacher satisfaction, commitment, and retention.

Effects of ethical leadership, job satisfaction and affective commitment on the turnover intentions of accountants

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nuri Gökhan Torlak ◽  
Cemil Kuzey ◽  
Muhammet Sait Dinç ◽  
Ali Haydar Güngörmüş
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Affective Commitment ◽  
Online Survey ◽  
Turnover Intentions ◽  
Negative Association ◽  
Equation Modeling ◽  
Content Type

Purpose The paper aims to analyze the relationships between ethical leadership (EL), job satisfaction (JS), affective commitment (AC) and turnover intention (TI) that might make accountants quit withdrawal and become productive and useful in private organizations operating in Istanbul. Design/methodology/approach Data were collected through an online survey using a simple random sampling methodology, obtained from 153 accountants working in companies in Istanbul. The methodology included descriptive statistics, factor analysis, structural equation modeling and mediation analysis. Findings Concerning direct relationships between EL, JS, AC and TI, EL has significant positive associations with JS and AC, whereas EL has a significant negative association with TI. JS has a significant positive association with AC, whereas JS has a significant negative association with TI. Also, AC has a weak significant negative association with TI. Given indirect relationships among EL, JS, AC and TI, JS and AC mediate the relationship between EL and TI. Finally, a similarity is found when comparing Generation X and Generation Y in terms of overall JS, AC and TI. Research limitations/implications The study is limited solely to companies functioning in Istanbul and incorporates a low number of respondents. Therefore, the results cannot be considered to be accurate for the whole country. The study might guide both private and public organizations in which owners/managers develop strategic plans. Originality/value The study fills the gap in research on organizational behavior where little has existed until now that probes the EL–JS–AC–TI links in Turkey. A few studies measure the TIs of accountants. Furthermore, EL and AC are rarely evaluated in the field of accounting in Turkey.

scholarly journals Relationship between Job Satisfaction, Pay, Affective Commitment and Turnover Intention among Registered Nurses in Nigeria

2022 ◽  
Vol 14 (2) ◽  
pp. 37
Author(s):  
Benjamin Akinyemi ◽  
Babu George ◽  
Alice Ogundele
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Public Hospitals ◽  
Health Human Resource ◽  
Significant Positive Relationship ◽  
Ondo State

This study aims to examine the relationship between job satisfaction, pay, affective commitment, and turnover intentions of public hospitals-based Registered Nurses in Ondo State, Nigeria. Using the quantitative, cross-sectional survey design, data from 220 Registered Nurses were analysed. Results indicate that pay and job satisfaction have significant positive relationship with nurses’ affective commitment; pay has significant positive relationship with their job satisfaction but pay, job satisfaction and affective commitment have negative relationship with turnover intentions. Job satisfaction is of critical importance in gaining nurses’ affective commitment and enhancing retention. Pay is often considered as a hygiene factor in theories of motivation – meaning, even though pay decreases might cause dissatisfaction, pay increases would not increase satisfaction. This does not appear to be the case in Nigeria. These findings have implications for health human resource management in general and the management of nursing staff in the public hospitals of Ondo State, Nigeria in particular.

scholarly journals THE EFFECT OF PERSON-ORGANIZATION FIT, JOB SATISFACTION, AND TRUST TOWARD HIGH SCHOOLS’ TEACHERS AFFECTIVE COMMITMENT

2017 ◽  
Vol 4 (2) ◽  
pp. 26-38 ◽  
Author(s):  
Hamidah Hamidah ◽  
Mukhnery Mukhtar ◽  
Neti Karniati
Keyword(s):  
Job Satisfaction ◽  
High Schools ◽  
High School Teachers ◽  
Direct Effect ◽  
Affective Commitment ◽  
School Teachers ◽  
Analysis Techniques ◽  
Independent Variables ◽  
Person Organization Fit ◽  
Positive Direct

This study aims to determine the effect of a positive direct independent variables such as: person-organization fit, job satisfaction and trust in the dependent variable is the affective commitment high schools’ teachers in Depok. Studies have been conducted on senior high school teachers in Depok. The method used was a survey with data analysis techniques using path analysis. Respondents are 194 of the total 376 senior high schools’ teachers in Depok. They were selected by random sampling. The results of the study are as follows: (1) there was a direct effect of person-organization fit toward affective commitment, (2) there was a direct effect of  job satisfaction toward affective commitment, (3) there was a direct effect of  trust toward affective commitment, (4) there was a direct effect of  person-organization fit toward job satisfaction, (5) there was a direct effect of  person-organization fit toward trust. the conclusion is that the affective commitment is influenced by the person-organization fit, job satisfaction and trust. Keywords: Affective commitment , person-organization fit, job satisfaction and trust

scholarly journals The effectiveness of job embeddedness in turnover studies

2014 ◽  
Vol 27 (4) ◽  
pp. 743-779 ◽  
Author(s):  
JongHyun Lee ◽  
KangHyun Shin ◽  
SeungGeun Baeck ◽  
ChangGoo Heo
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Job Embeddedness ◽  
True Score ◽  
Work Related ◽  
Korean Studies

The main objective of this study is to investigate the strength of the relationship among job embeddedness, organizational commitment, job satisfaction, and turnover intentions among Korean employees using meta-analytic methods with theoretical rationale. The results from meta-analysis of 44 Korean studies are as follows. First, the true-score correlations among on-the-job embeddedness, fit to organization, organization-related sacrifice, and turnover intention are -.569, -.462, -.414 each (k = 14-30, N = 4657-8299); the 95% CIs and 80% CVs for all relationships had no zero. Second, the true-score correlations among on-the-job embeddedness, three sub-factors, and work-related attitudes (affective commitment, job satisfaction) are all positively correlated and the 95% CIs and 80% CVs for all relationships had no zero. Third, the magnitude of true-score relationship between on-the-job embeddedness and work-related variables is somewhat stronger in this meta-analysis than in counterpart studies in western countries. Finally, estimating the incremental validity of on-the-job embeddedness using meta-analytic structural equation model, on-the- job embeddedness remains negatively related with turnover intention, after affective commitment and job satisfaction are controlled. This meta-analytic findings contribute to understanding of the relationships among job embeddedness and work-related variables among Korean employees. Future studies should attempt to overcome the limitations of this study such as lack of information related to demographics. Further, more primary studies are needed since there were very few available studies on actual turnover and off-the-job embeddedness. Hopefully, this study will be a good guide for the future Korean studies on job embeddedness.

Dimensions of HR differentiation

2019 ◽  
Vol 15 (1) ◽  
pp. 21-41 ◽  
Author(s):  
Przemysław Piasecki
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Moderating Effect ◽  
Comparison Theory ◽  
Content Type ◽  
The Core ◽  
Number Of Segments

Purpose The purpose of this paper is to introduce the idea of dimensions of human resource (HR) differentiation defined as characteristics which may influence employees’ attitudinal responses to unequal working conditions. The paper concentrates on five dimensions: the number of segments, the strength of HR differentiation, its content, absolute and relative stability and analyses how they could moderate the relationship between employee segment membership (core or peripheral) and job satisfaction, affective commitment and turnover intentions. Design/methodology/approach The research hypotheses were tested on a sample of 978 employees from Polish co-operative banks. Hierarchical linear modelling was used to examine the moderating effect of the dimensions of HR differentiation. Findings Results indicate that employees in the core segment experience higher job satisfaction, affective commitment and lower turnover intentions than those in the peripheral segment. The moderating effect of HR differentiation dimensions occurred to be relatively weak. However, when the interaction effect was significant, the results always supported the hypotheses, indicating that the number of segments and the strength of HR differentiation are positively correlated with the size of the differences between the core and peripheral employees’ positive attitudes level. Originality/value This is the first attempt to classify several dimensions of HR differentiation and formulate their hypothetical moderating effect drawing on human capital theory, social exchange theory and social comparison theory.

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