Case study of a disability support worker’s organizational commitment

2020 ◽  
Vol 26 (1) ◽  
pp. 31-36
Author(s):  
Ngonidzashe Mpofu
Keyword(s):  
Turnover Intentions ◽  
Supervisor Support ◽  
Job Burnout ◽  
Role Overload ◽  
Organisational Commitment ◽  
Support Worker ◽  
Perceived Supervisor Support ◽  
Disability Support

AbstractThis case study assessed the role of job burnout as it relates to employee organisational commitment. An interview was carried out with a disability support worker and the variables she perceived as contributing to her job burnout, affecting organisational commitment or turnover intentions. The Job Demands-Resources model was used for understanding job burnout; three areas of focus were identified: role ambiguity, role overload, and perceived supervisor support.

Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riya Vinayak ◽  
Jyotsna Bhatnagar ◽  
Madhushree Nanda Agarwal
Keyword(s):  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Overqualification ◽  
The Relationship

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

scholarly journals WHY LOYAL EMPLOYEES DO NOT MANIFEST INTENTION TO QUIT THE ORGANIZATION. THE ROLE OF SUPERVISOR SUPPORT AND EMPLOYEES SPIRITUALITY

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Marcin Wnuk ◽  
Keyword(s):  
Key Words ◽  
Supervisor Support ◽  
Intention To Quit ◽  
Perceived Supervisor Support ◽  
Organizational Loyalty ◽  
Positive Image ◽  
Higher Power

The aim of the study was to verify if organizational loyalty and perceived supervisor support (PSS) mediate between spirituality and intend to quit the Organization. 804 employees from the different organizations were participants of conducted research. The following measures were used: Employee Spirituality Scale, Organizational Loyalty Scale, Perceived Supervisor Support Scale, and one item measures regarding intend to quit the organization, frequency of mess attendance and frequency of prayer. According to achieved results organizational loyalty partially mediated between perceived supervisor support and intention to quit the Organization. The inclination to sacrifice for the organization totally mediated between relation to „Higher Power” and intention to quit the Organization. Caring for a positive image of Organization totally mediated between attitude towards workmates as well as the Organization and intention to quit the Organization. Key words: employees spirituality, organizational loyalty, perceived supervisor support, intention to quit the Organization

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