scholarly journals The Moderating Effects of Motivating Job Characteristics on the Relationship between Burnout and Turnover Intention

2014 ◽  
Vol 150 ◽  
pp. 438-446 ◽  
Author(s):  
Gönül Kaya Özbağ ◽  
Gökçe Çicek Ceyhun ◽  
Hülya Gündüz Çekmecelioğlu
Keyword(s):  
Turnover Intention ◽  
Job Characteristics ◽  
Moderating Effects ◽  
The Relationship

scholarly journals Relationship between employability and turnover intention: The moderating effects of organizational support and career orientation

2019 ◽  
Vol 26 (2) ◽  
pp. 241-262 ◽  
Author(s):  
Yevhen Baranchenko ◽  
Yizhong Xie ◽  
Zhibin Lin ◽  
Marco Chi Keung Lau ◽  
Jie Ma
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Questionnaire Survey ◽  
Perceived Organizational Support ◽  
Moderating Effect ◽  
Career Orientation ◽  
Strong Impact ◽  
Moderating Effects ◽  
The Impact ◽  
The Relationship

AbstractThis study examines the impact of employability on turnover intention by differentiating internal and external employability, and considering the possible moderating roles of perceived organizational support (POS) and career orientation. Using a sample of 411 responses to a two-wave questionnaire survey generated from six cities in China, we find that external employability positively influenced turnover intention, but internal employability negatively influenced turnover intention. The results also indicate that POS had a positive moderating effect only on the relationship between external employability and turnover intention. Furthermore, for employees with disengaged career orientation, external employability exerts a strong impact on turnover intention. This study adds to the limited research empirically linking employability and turnover intention, whereas the findings can be used by HRM practitioners to factor in organizational support and career orientation initiatives that improve the retention of employees with high external employability.

Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions

2018 ◽  
Vol 47 (2) ◽  
pp. 353-377 ◽  
Author(s):  
Upasna A. Agarwal ◽  
Vishal Gupta
Keyword(s):  
Work Engagement ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

scholarly journals Emotional labor strategy and job satisfaction: A Chinese perspective

2013 ◽  
Vol 41 (6) ◽  
pp. 933-938 ◽  
Author(s):  
Xuan Jiang ◽  
Zhou Jiang ◽  
Dong Soo Park
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Job Characteristics ◽  
Moderating Effects ◽  
Surface Acting ◽  
Deep Acting ◽  
Chinese Perspective ◽  
The Relationship

We examined the relationship between emotional labor strategy (ELS) and job satisfaction (JS), and the moderating effects of job characteristics on this relationship, based on data collected from 291 supermarket employees. Results showed that the 2 types of ELS, surface acting and deep acting, were negatively and positively related to JS, respectively. In general, job characteristics were found to moderate the relationship between ELS and JS.

Psychological Contract Breach and Turnover Intention: The Moderating Roles of Adversity Quotient and Gender

2013 ◽  
Vol 41 (5) ◽  
pp. 843-859 ◽  
Author(s):  
Pao-Ling Chin ◽  
Min-Li Hung
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Insurance Industry ◽  
Psychological Contract Breach ◽  
Staff Turnover ◽  
Moderating Effects ◽  
Contract Breach ◽  
And Gender ◽  
The Relationship

We examined the relationship between psychological contract breach (PCB) and insurance industry workers' turnover intention. We also explored the moderating effects of adversity quotient (AQ) and gender on that relationship. The results showed that turnover intentions were positively affected by PCB, and AQ significantly moderated that relationship. In contrast, the moderating effect of gender was not found to be significant. To retain employees, the findings of this study should be taken into account when developing training programs. However, future researchers should concentrate on different aspects of AQ that may also be relevant to staff turnover.

scholarly journals A design of turnover intention antecedents and their relation on work design for firms

2021 ◽  
Vol 10 (37) ◽  
pp. 24-33
Author(s):  
Asif Mehmood Rana ◽  
Muhammad Bilal ◽  
Muhammad Maroof Ajmal ◽  
Muhammad Asif Zaheer ◽  
Muhammad Zia-ur-Rehman
Keyword(s):  
Turnover Intention ◽  
Fast Food ◽  
Turnover Intentions ◽  
Food Service ◽  
Job Characteristics ◽  
Firm Level ◽  
Managerial Implication ◽  
Individual Level ◽  
The Relationship ◽  
Retail Food

Most of the time Employees turnover intentions has been examined with the level of Human Resource Practices (HRP) in previous studies. Present study added social and Job characteristic study of 214 employees and managers from a fast food – outlet of Pakistan retail food service. Employee’s turnover intention was significantly associated at firm level and individual level factors and demonstrates the upgrading of food quality and service in the chain. The regression analysis was used to measure the relationship and significance among the observed constructs using SPSS 26. Job characteristics explains within-store variance. The hypothesis statement of the study projected that turnover intention has significantly affected due to individual level and firm level constructs setting in this situation. Outlet variance is described in adding to compensation, transformational leadership among employees in perspective of age and tenure similarity in the firm employees. Further research, limitation are managerial implication and theoretical framework can be discussed in detail.

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