Humor Makes Them Want to Stay

2017 ◽  
Vol 61 (3) ◽  
pp. 105-122 ◽  
Author(s):  
Alexander Pundt ◽  
René Fröhlich ◽  
Friedemann W. Nerdinger
Keyword(s):  
Boundary Conditions ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Communication Satisfaction ◽  
Survey Study ◽  
Aggressive Humor ◽  
The Relationship

Abstract. We investigate the relationship between humor in leadership and turnover intentions and focus on benign and aggressive humor. We propose indirect relationships between both benign and aggressive humor and turnover intentions via cynicism toward the leader. We expect communication satisfaction to moderate these relationships. In our survey study, we found a negative relationship between benign humor and cynicism, while aggressive humor in leadership was positively related to cynicism. We found indirect effects of benign and aggressive humor on turnover intentions mediated via cynicism. The indirect effect of benign humor was moderated by communication satisfaction in a way that benign humor was more strongly related to cynicism and indirectly to turnover intentions if communication satisfaction was low. The indirect effect of aggressive humor on turnover intentions was not moderated by communication satisfaction. Our study underlines the necessity to distinguish between benign and aggressive humor and to further explore its boundary conditions.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

Talent management under a big data induced revolution

2019 ◽  
Vol 57 (8) ◽  
pp. 2010-2031 ◽  
Author(s):  
Kaidi Zhang ◽  
Xiao Jia ◽  
Jin Chen
Keyword(s):  
Big Data ◽  
Servant Leadership ◽  
Boundary Conditions ◽  
Negative Relationship ◽  
Talent Management ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Content Type ◽  
Negative Effect ◽  
The Relationship

PurposeThe emerging natures of big data – volume, velocity, variety, value and veracity – exert higher stress on employees and demand greater creativity from them, causing extreme difficulties in the talent management of organizations in the big data era. The purpose of this paper is to explore the effect of challenge stressors on creativity and the boundary conditions of the relationship.Design/methodology/approachMultisource data were collected including 593 followers and their 98 supervisors from organizations that are confronting a big data induced management revolution. Hierarchical regression analysis and bootstrapping analysis were used to test the mediation and moderation mechanism.FindingsThe results showed that job burnout mediated the negative relationship between challenge stressors and creativity and that this indirect effect was attenuated by an employee’s core self-evaluation (CSE) and servant leadership. In contrast, whether work engagement mediated the relationship between challenge stressors and creativity was contingent on the level of an employee’s CSE and servant leadership. Specifically, the mediating effect was significant only when an employee’s CSE or servant leadership was high.Originality/valueThe results contribute to our understanding of the relationship between challenge stressor and creativity in the big data era. Specifically, relying on the job demands–resources model, this study empirically opens the “black box” between challenge stressors and creativity by exploring two opposing intermediate mechanisms. In addition, this study reveals boundary conditions by investigating dispositional and contextual factors that can accentuate the positive effect while attenuating the negative effect of challenge stressors on employee creativity.

scholarly journals The Relationship between LGBT Executives and Firms’ Value and Financial Performance

2021 ◽  
Vol 14 (12) ◽  
pp. 596
Author(s):  
Isabel Costa Lourenço ◽  
Donatella Di Marco ◽  
Manuel Castelo Branco ◽  
Ana Isabel Lopes ◽  
Raquel Wille Sarquis ◽  
...  
Keyword(s):  
Human Capital ◽  
Financial Performance ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Firm Value ◽  
Direct And Indirect Effects ◽  
Leadership Positions ◽  
The Relationship ◽  
Positive Effect ◽  
Policies And Practices

Drawing on resource-based theory, we analyze the relationship between having LGBT executives in a firm’s leadership positions and its value and financial performance. The existence of LGBT executives is considered to be associated with employee and customer goodwill towards LGBT-friendly policies and practices and to lead to human capital and reputational benefits. Our findings suggest that there is a positive effect of the presence of LBGT executives on a firm’s value, both directly and indirectly, through its effect on the firm’s financial performance. We interpret this as suggesting that besides the direct effect of the existence of LGBT executives on a firm’s value, an indirect effect also exists, mediated through financial performance, presumably through the effect that this has on employee and customer goodwill towards LGBT-friendly policies and practices. As far as we are aware, our study is the first to examine the impacts of the presence of LGBT executives, as well as distinguish between its direct and indirect effects on firm value.

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.

Indirect Effects of Threat on the Contact–Prejudice Relationship

2019 ◽  
Vol 50 (2) ◽  
pp. 105-126 ◽  
Author(s):  
Christopher L. Aberson
Keyword(s):  
Indirect Effect ◽  
Indirect Effects ◽  
Meta Analysis ◽  
Intergroup Threat ◽  
Intergroup Threat Theory ◽  
The Relationship ◽  
Threat Theory

Abstract. This meta-analysis examines propositions derived from Intergroup Threat Theory (ITT; Stephan, Ybarra, & Morrison, 2009 ) regarding the role of symbolic and realistic threats on the relationship between contact and prejudice. Specifically, analyses examined whether threat has an indirect effect on the contact–prejudice relationship (aka mediation). Thirty-nine papers comprising 54 samples and over 25,000 participants provided 347 effects for analysis. Supporting ITT predictions, results clearly demonstrated the presence of an indirect effect. Tests of several moderators, including type of contact measure, type of threat, dimension of prejudice, and target of bias suggest that indirect effects are largely consistent across each domain of comparison. Findings are consistent with ITT’s propositions that contact influences threat and feelings of threat lead to prejudice.

Retaining talent by enhancing organizational prestige

2015 ◽  
Vol 44 (4) ◽  
pp. 454-469 ◽  
Author(s):  
Neerpal Rathi ◽  
Kidong Lee
Keyword(s):  
Affective Commitment ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Retail Sector ◽  
Theoretical Understanding ◽  
Content Type ◽  
Perceived External Prestige ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the impact of perceived external prestige on turnover intentions among retail employees in India. Moreover, this study aims to explore the mediating effect of affective commitment on the relationship between perceived external prestige and turnover intentions. Design/methodology/approach – This study is quantitative in nature. The data for the present study were collected from 186 employees working in various retail stores. Existing, established scales were used to measure the research constructs. Findings – The results of the study indicate a negative relationship between perceived external prestige and turnover intentions. A negative relationship was observed between affective commitment and turnover intentions. Moreover, affective commitment was observed to partially mediate the relationship between perceived external prestige and turnover intentions. Practical implications – This study provides valuable insights into understanding the significance of perceived external prestige in retaining employees working in the retail sector. Findings of the study indicate that adoption of non-conventional human resource strategies, like a focus on enhancing external prestige of the organization may be one of the ways to enhance employee commitment and reduce turnover intentions, and thus to retain employees in economies with highly mobile workforce. Originality/value – This research has investigated the significance of perceived external prestige in retaining employees in a context which is different, in several ways, from contexts where most of the previous research has been conducted. It, thus, contributes to current theoretical understanding about perceived external prestige and it impact on work attitudes.

scholarly journals The Relationship Between Physical Activity and Physical Self-Esteem in Adolescents: The Role of Physical Fitness Indices

2013 ◽  
Vol 25 (1) ◽  
pp. 138-153 ◽  
Author(s):  
Tommy Haugen ◽  
Yngvar Ommundsen ◽  
Stephen Seiler
Keyword(s):  
Physical Activity ◽  
Physical Fitness ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Physical Appearance ◽  
Upper Body ◽  
Cross Sectional ◽  
Athletic Competence ◽  
Body Strength ◽  
The Relationship

The aim of this study was to investigate if physical fitness (strength/power, endurance, flexibility and coordination) mediates the cross-sectional relationship between physical activity and physical self-perception (athletic competence and physical appearance) in a sample of 15-year old adolescents. We wanted to investigate the relative strength of each indirect effect. The present data are taken from two waves of a larger data collection for the project “Youth in Balance”, and was collected in the autumn of 2005 (N = 1207) and 2008 (N = 632). A total of 1839 students (889 girls and 950 boys) from 12 schools in Kristiansand took part. A bias-corrected bootstrapping technique was used to examine indirect effects. Results revealed that cardiovascular endurance, lower-body strength/power, and upper-body strength stood out as unique mediators in the relationship between physical activity and athletic competence in both genders. Furthermore, there was an indirect effect of physical activity on physical appearance through physical strength/power and flexibility in males. No indirect effects of physical activity on physical appearance through actual physical fitness indices were detected in females.

Examining the relationship between organizational commitment and turnover intention via a meta-analysis

2019 ◽  
Vol 14 (1) ◽  
pp. 102-120
Author(s):  
Cem Oktay Guzeller ◽  
Nuri Celiker
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Hospitality Industry ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Content Type ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality ◽  
The Relationship

Purpose The purpose of this study is expected to reveal the relationship between organizational commitment and turnover intention in the tourism and hospitality literature with more generalizable results, and thus, provide researchers with a new perspective for future studies. In this context, Individual studies that examined the relationship between organizational commitment and turnover intention in the tourism and hospitality industry were systematically identified by a comprehensive literature review. Design/methodology/approach Individual studies were synthesized and analyzed via a meta-analysis method to reveal whether any relationship exists between organizational commitment and turnover intention and to estimate the direction and intensity of the relationship in a more reliable and comprehensive manner. The analyses were carried out on 13 scientific papers that met the inclusion criteria. Findings Results showed that a moderate negative relationship exists between organizational commitment and turnover intention of employees in the tourism and hospitality industry. In this context, individuals who have emotional commitments to their institutions will have lower turnover intentions than others. The right personal selection, performance evaluation techniques, promotion, training and development opportunities, career opportunities and talent management and functional virtues such as strong communication, trust and justice will not only reinforce organizational commitment but also attract talented individuals to an organization and ensure employee retention. Originality/value In the current study, individual studies focusing on the relationship between organizational commitment and turnover were cumulatively collected, synthesized and analyzed. By way of providing a review of individual studies, the study provides cumulative and reliable evidence to the literature regarding the relationship between organizational commitment and turnover, and hence, contributes to the further progression of the field. The study is also the first meta-analysis carried out on the subject in question.

scholarly journals Does Spending Make Us Happy? The Role of Consumption on Life Satisfaction

2021 ◽  
pp. 37-48
Author(s):  
Devrim Dumludag ◽  
Ozge Gokdemir ◽  
Ruut Veenhoven
Keyword(s):  
Economic Theory ◽  
Life Satisfaction ◽  
Consumer Choice ◽  
General Public ◽  
Negative Relationship ◽  
Survey Study ◽  
Eating Out ◽  
Informed Consumer ◽  
The Relationship

In economic theory ‘consumption’ is commonly seen as final ‘utility’, but the factual relationship between consumption and life satisfaction has hardly been considered. Empirical research on this matter can provide a basis for more informed consumer choice. We add to the emerging literature on this matter with a survey study among the general public in Turkey. For the degree of absolute consumption, we found a negative relationship with life satisfaction, savers being happier than spenders. For kinds of consumption, we found mostly negative correlations with life satisfaction, in particular with housing expenses. The only positive correlation with life satisfaction was expensed on eating out and vacations. These results illustrate that the relationship between consumption and life satisfaction is more complex and variable than is commonly assumed.

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