Customers’ dissatisfaction with banking channels and their intention to leave banks: The moderating effect of trust and trusting beliefs

2016 ◽  
Vol 21 (3) ◽  
pp. 194-208 ◽  
Author(s):  
Sertan Kabadayi
Keyword(s):  
Intention To Leave ◽  
Moderating Effect ◽  
Trusting Beliefs

scholarly journals Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational Commitment

2013 ◽  
Vol 5 (4) ◽  
pp. 175-180 ◽  
Author(s):  
Faheem Rasool ◽  
Ali Hasan . ◽  
Arslan Rafi . ◽  
Abdul Rauf Kashif .
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Turnover Intention ◽  
Workplace Bullying ◽  
Positive Impact ◽  
Personal Characteristics ◽  
Intention To Leave ◽  
Moderating Effect ◽  
Moderating Effects ◽  
Harmful Effects

The main reasoning of this study is to figure out the relations among workplace bullying and turnover intention of the employee treating organization commitment as a moderating variable. Workplace bullying have a positive impact on intention to leave which reveals the widespread impact that bullying can have on targets in that still less rigorous types of bullying are coupled with victims intention to leave the workplace (e.g. department), the organization or the job. Workplace bullying are more relevant to systematic flaws in the organization and less to employees’ performances while person-related bullying is related more to the personal characteristics of the victims, so irrespective of their commitment, exit from the organization in such circumstances happens to be the preferable alternative for the victim. This study provides an insight that the harmful effects of workplace bullying could be handled effectively through the moderating effects of organizational commitment on the relation between workplace bullying and intention to leave. It therefore, required conducting a further study on the join effects of organizational commitment and bullying in terms of some other variables such as in-role job performance, which are vital to the working of the organizations.

scholarly journals Effect of Core Self-Evaluation on Employee's Outcomes: The Role of Mentorship

2020 ◽  
Vol 18 (2) ◽  
pp. 189-208
Author(s):  
Dr. Syed Tahir Hussain Rizvi ◽  
◽  
Abdul Wajid
Keyword(s):  
Intention To Leave ◽  
Moderating Effect ◽  
Capital City ◽  
Twin Cities ◽  
Average Standard Deviation ◽  
Self Evaluation ◽  
Relationship Of ◽  
Core Self ◽  
The Relationship

The study aims to examine the relationship between Core self-evaluation on employee’s outcomes (Work engagement, Work Success and Intention to leave) with moderation role of mentorship. The study investigates the relationship in Pakistani environment, particularly the employees in public sector universities of twin cities (Rawalpindi & Islamabad) of Pakistan. Data was collected through the questionnaire distributed among the 440 employees of different universities in capital city (Rawalpindi and Islamabad) of Pakistan. The responses obtained, their assessment done, passed through the statistical programs by using SPSS (23 version) to obtain the findings. Descriptive statistical methods (e.g. frequency, average, standard deviation) have been utilized during the appraisal of the data. The consequences explored that CSA is intensely linked to employee’s outcomes, the current research also empirically investigated that mentorship has moderating effect in the relationship between CSA and employee’s outcomes. This research is amongst those rare studies conducted in Pakistani environment that have inspected effect of CSA on employee’s outcome and also inspected the moderating effect of mentorship between the relationship of core self-evaluation and employee’s outcomes.

Effects of internal marketing on job satisfaction in the banking sector

2019 ◽  
Vol 37 (5) ◽  
pp. 1313-1333 ◽  
Author(s):  
Emerson Wagner Mainardes ◽  
Lázaro Silva Rodrigues ◽  
Aridelmo Teixeira
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Structural Equation ◽  
Banking Sector ◽  
Intention To Leave ◽  
Internal Marketing ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to verify the relationship of job satisfaction in the banking sector with its antecedent constructs (financial rewards and psychological rewards) and the mediating role of internal marketing in this relationship and to verify the relationship between job satisfaction in the banking sector and its consequent constructs (work engagement and the intention to leave) and the moderating effect of internal marketing on this relationship. Design/methodology/approach The paper adopts a quantitative, descriptive, cross-sectional research methodology. Data are collected through an online questionnaire, which involves 355 bank employees. Partial least squares–structural equation modeling is used to verify the predicted relationships. Findings The results show that internal marketing tends to mediate the relationship between financial rewards and job satisfaction and the relationship between psychological rewards and job satisfaction. Internal marketing presents a moderating effect on the relationship between job satisfaction and work engagement, but internal marketing does not moderate the relationship between job satisfaction and the intention to leave the bank. Originality/value This study expands the understanding of the scope of internal marketing by exploring its mediating and moderating effects on the interactions among the behaviors of banking sector employees.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

The moderating effect of mindfulness on other orientation and utilitarian judgment

2014 ◽  
Author(s):  
Han-Chun Chung ◽  
Jen-Ho Chang ◽  
Yi-Cheng Lin ◽  
Chin-Lan Huang
Keyword(s):  
Moderating Effect ◽  
Other Orientation
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