Employee well-being and turnover intention

2017 ◽  
Vol 22 (7) ◽  
pp. 797-815 ◽  
Author(s):  
Weiwei Wu ◽  
Muhammad Rafiq ◽  
Tachia Chin
Keyword(s):  
Developing Country ◽  
Religious Belief ◽  
Turnover Intention ◽  
Well Being ◽  
Hierarchical Regression ◽  
Muslim Country ◽  
Cultural Perspective ◽  
Content Type ◽  
The Media ◽  
Muslim Culture

Purpose Facing a new round of global industrial restructuring, it is vital for less-developed yet populous regions to build a happy, engaged workforce to achieve competitiveness. The purpose of this paper is to integrate an indigenous cultural perspective, i.e. Muslim religious belief, with the job embeddedness theory to delve into employee well-being-turnover issues in a large developing country ingrained with Muslim culture. Design/methodology/approach The authors conducted a questionnaire survey on employees from the media sector in the Muslim country, Pakistan. The data were analysed using moderated hierarchical regression models (investigating three-way interactions), while the significance tests of simple slopes and simple slope differences were also used to support the analysis. Findings The results suggest that all predictors analysed (Muslim religious belief, organisational embeddedness, life satisfaction, and work engagement) were negatively and significantly related to turnover intention. Furthermore, the employee well-being-turnover intention mechanisms are jointly moderated by Muslim religious belief and organisational embeddedness. Practical implications The research considers turnover intention as an outcome of a three-way interaction among employee well-being, Muslim religious belief, and organisation embeddedness, thus proposing insightful implications for other developing country enterprises, particularly those ingrained with Muslim culture. Originality/value The authors propose a novel model which demonstrates the effects of employee work- and life-related well-being on turnover intention from a unique angle by incorporating Muslim religious belief with organisational embeddedness, contributing to the existing body of knowledge. The applicability of western concepts to immature markets is also examined.

Commitment to a parent company and a local operation

2015 ◽  
Vol 3 (2) ◽  
pp. 181-204 ◽  
Author(s):  
Phuong Nguyen ◽  
Jörg Felfe ◽  
Insa Fooken ◽  
Ho Thuy Ngoc
Keyword(s):  
Turnover Intention ◽  
Affective Commitment ◽  
Linear Models ◽  
Work Conditions ◽  
Parent Company ◽  
Hierarchical Regression ◽  
Factor Analyses ◽  
Confirmatory Factor Analyses ◽  
Content Type ◽  
Local Operation

Purpose – The purpose of this paper is to investigate the nature of commitments of local employees to a parent company and a local operation in comparison to the nature of commitment of Western expatriates to the two foci. Design/methodology/approach – Data were collected by questionnaire from 532 local employees and 471 Western expatriates currently working for the subsidiaries of multinational companies (MNCs) in Vietnam. Hypotheses were tested using exploratory factor analyses, confirmatory factor analyses, correlation analyses, t-test, generalized linear models and hierarchical regression. Findings – The results confirmed two distinct commitment foci and revealed that the commitment to the local operation was stronger than the commitment to the parent company for local employees. Remarkably, retention and absenteeism are more driven by local operation commitment than by parent company commitment for the local employees. In contrast, these outcomes are more driven by parent company commitment for the Western expatriates. Working conditions (job autonomy, job variety, transformational leadership and remuneration) positively predicted affective commitment to the local operation for both groups; particularly job variety and leadership were better predictors for local employees than for Western expatriates. Practical implications – The comparison shows effective and specific ways to sustain and reinforce the commitments of each employee group with regard to two foci. This information may help to reduce the rate of turnover intention and absenteeism in MNCs. Originality/value – By using a multifaceted approach, this study provided a comparison of dual organizational commitment for different categories of employees working in MNCs. Second, this study shows that the stronger commitment focus has a stronger influence on related outcomes (i.e. retention and absenteeism). If so, MNCs can focus on reinforcing the selected commitment focus in order to reduce the costs of management. Third, the study has initially pointed out that some work factors exert a specific influence on different commitment foci in the two groups. Controlling these work conditions is recommended to sustain and develop commitment levels of the two groups.

Servant leadership, organizational identification and turnover intention: an empirical study in hospitals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sunil P. Omanwar ◽  
Rakesh Kumar Agrawal
Keyword(s):  
Servant Leadership ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Using Data

Purpose This paper aims to study the relationship between servant leadership (SL), employee turnover intention (TI) and organizational identification (OI) in hospitals. Design/methodology/approach The study uses a quantitative approach to investigate the relationships between SL, OI and TI, using data collected from a sample of 266 front-facing employees in a private Indian hospital setup. Structural equation modeling is used to analyze the data and test the hypotheses. Findings The findings reveal that servant leadership has a positive relationship with organizational identification and negatively impacts turnover intentions of the front-facing employee. Further, the study also reveals, contrary to expectations, organizational identification has no significant mediating effect between servant leadership and turnover intentions. Research limitations/implications This research is limited to front-facing employees in hospitals and the study may be extended to other industries in the service sector. Future studies may consider other mediating and moderating variables to fully understand the mechanism of impact of servant leadership on turnover intention. Multi-level studies can also be carried out. Practical implications With the ever-increasing expectations for better patient care, robust leadership models have required that address front-facing employee’s well-being, enabling their attention toward patients. This paper provides the impetus for the development and adoption of servant leadership specifically within hospitals and the service sector. Originality/value This study is one of the few studies that empirically examines servant leadership in the health-care domain. The study also contributes to the extant literature on servant leadership by empirically examining the mediation effect of organizational identification between SL and TI. To the authors’ best of knowledge, this study may be the first of its kind, providing evidence of servant leadership’s impact on turnover intention and organizational identification in hospitals using data from the Indian context.

scholarly journals Determinants of capital structure for firms in an Islamic equity index: comparing developed and developing countries

2020 ◽  
Vol 4 (2) ◽  
pp. 167-191
Author(s):  
Evrim Hilal Kahya ◽  
Hüseyin Yiğit Ersen ◽  
Cumhur Ekinci ◽  
Oktay Taş ◽  
Koray D. Simsek
Keyword(s):  
Developing Countries ◽  
Capital Structure ◽  
Developing Country ◽  
Global Financial Crisis ◽  
Muslim Country ◽  
Data Set ◽  
Content Type ◽  
Country Level ◽  
Muslim Majority ◽  
Equity Index

PurposeThe paper aims to identify the differences between developed and developing country firms with respect to firm-specific and country-level determinants of their capital structure. For this purpose, all constituent firms in one of the oldest Islamic equity indices, Dow Jones Islamic Market World Index (DJIM), are considered and the Muslim-majority status of each firm's domicile country is recognized.Design/methodology/approachThe study employs Hausman–Taylor random effects regression with endogenous covariates to explain the debt ratios of firms in DJIM by separating them into developed and developing country subsamples in an unbalanced panel data setting. Developing country subsample is further split into two based on the Muslim-majority status of each firm's domicile country.FindingsConsistent with the previous literature, this study finds that firm-specific characteristics are the main determinants of their capital structure. Additionally, the paper shows that country-level characteristics have an impact on the debt ratio, however, the types of factors vary across developed and developing countries. Debt ratios in developing country firms are lower than those in developed country firms, largely due to the significantly smaller leverage ratios of firms in Muslim-majority countries. Although the debt ratios of DJIM firms are higher in “non-Muslim” countries, the set of firm-level capital structure determinants are not statistically explained by operating in a “Muslim” country. The study also documents that, before the global financial crisis of 2008, companies in developing countries have gradually become less leveraged worldwide.Originality/valueThis paper provides a new perspective into the differences between developed and developing country firms' capital structures by focusing on a relatively homogeneous data set restricted by leverage screening rules of an Islamic equity index and recognizing the Muslim-majority status of each firm's domicile country.

scholarly journals Employees’ perceptions of corporate social responsibility and ethical leadership: are they uniquely related to turnover intention?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mehran Nejati ◽  
Michael E. Brown ◽  
Azadeh Shafaei ◽  
Pi-Shen Seet
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Ethical Leadership ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Empirical Support ◽  
Well Being ◽  
Relative Importance ◽  
Content Type ◽  
Corporate Social

Purpose The purpose of this study is to investigate the simultaneous effect of ethical leadership (EL) and corporate social responsibility (CSR) on employees’ turnover intention and examine the mediating mechanism in these relationships. Design/methodology/approach The authors conducted a field study of 851 employees across a variety of industries. This study applied partial least squares structural equation modelling for hypothesis testing. Findings The results show that employees’ perceptions of CSR as well as EL are both uniquely and negatively related to turnover intention. The authors also found that employees’ job satisfaction but not commitment, mediates these relationships. Research limitations/implications This study answers the recent call (Schminke and Sheridan, 2017) for ethics researchers to put competing explanations to the test to determine their relative importance. Research limitations have been discussed in the paper. Social implications Through providing empirical support for the positive impact of CSR and EL on employee-related outcomes and creating a decent and empowering work environment, this study provides further support for CSR and EL. As CSR and EL require accountability, responsible management and addressing societal well-being of stakeholders, this study can contribute to the United Nations sustainable development goals. Originality/value Previous research has found that both employees’ perceptions of supervisory EL and CSR are negatively related to employees’ turnover intentions. Yet, researchers know little about their relative importance because these relationships have not been adequately examined simultaneously.

Expectations and everyday opportunities for building trust in the food system

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Emma Tonkin ◽  
Julie Henderson ◽  
Samantha B. Meyer ◽  
John Coveney ◽  
Paul R. Ward ◽  
...  
Keyword(s):  
Food Safety ◽  
Food Systems ◽  
Food System ◽  
Group Discussion ◽  
Well Being ◽  
Consumer Trust ◽  
Content Type ◽  
Safety Incident ◽  
The Media ◽  
Business As Usual

PurposeConsumers’ trust in food systems is essential to their functioning and to consumers’ well-being. However, the literature exploring how food safety incidents impact consumer trust is theoretically underdeveloped. This study explores the relationship between consumers’ expectations of the food system and its actors (regulators, food industry and the media) and how these influence trust-related judgements that consumers make during a food safety incident.Design/methodology/approachIn this study, two groups of purposefully sampled Australian participants (n = 15) spent one day engaged in qualitative public deliberation to discuss unfolding food incident scenarios. Group discussion was audio recorded and transcribed for the analysis. Facilitated group discussion included participants' expected behaviour in response to the scenario and their perceptions of actors' actions described within the scenario, particularly their trust responses (an increase, decrease or no change in their trust in the food system) and justification for these.FindingsThe findings of the study indicated that food incident features and unique consumer characteristics, particularly their expectations of the food system, interacted to form each participant's individual trust response to the scenario. Consumer expectations were delineated into “fundamental” and “anticipatory” expectations. Whether fundamental and anticipatory expectations were in alignment was central to the trust response. Experiences with the food system and its actors during business as usual contributed to forming anticipatory expectations.Originality/valueTo ensure that food incidents do not undermine consumer trust in food systems, food system actors must not only demonstrate competent management of the incident but also prioritise trustworthiness during business as usual to ensure that anticipatory expectations held by consumers are positive.

Exploring the impact of training, job tenure, and education-job and skills-job matches on employee turnover intention

2019 ◽  
Vol 43 (3/4) ◽  
pp. 214-231 ◽  
Author(s):  
Boreum Ju ◽  
Jessica Li
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Human Capital Theory ◽  
Hierarchical Regression ◽  
Job Tenure ◽  
Capital Theory ◽  
Content Type ◽  
Job Match ◽  
Employee Turnover Intention ◽  
The Impact

Purpose The purpose of this study is to explore how training, job tenure and education-job and skills-job matches impact employees’ turnover intention by using a representative national sample from the Korean Labor and Income Panel Study in which 1,531 individuals were followed from 2003 to 2014. Design/methodology/approach A hierarchical-regression analysis was conducted to examine the relationships among training, job tenure, education-job match, skills-job match and turnover intention. This analysis focused on 12 year-to-year time points from 2003 to 2014 (one for each year), and the data were measured for each individual. Findings The results from the hierarchical-regression analysis supported the hypotheses that on-the-job training, off-the-job training, distance training, job tenure and education-job and skills-job matches are significantly associated with turnover intention. Originality/value The findings of this study, based on human capital theory and firm-specific human capital theory, contribute to an understanding of how training and the education-job and skills-job matches may impact turnover intention in a non-Western context. It also provides a longitudinal perspective of the impact of training on employee turnover intention to inform human resource development professionals when planning employee training.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

The relationship between transformational leadership and effort-reward imbalance

2016 ◽  
Vol 37 (4) ◽  
pp. 450-466 ◽  
Author(s):  
Eva-Ellen Weiß ◽  
Stefan Süß
Keyword(s):  
Transformational Leadership ◽  
Well Being ◽  
Hierarchical Regression ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Relationship ◽  
Individualized Consideration

Purpose – The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and subjective well-being. In particular, the study focuses on the transformational leadership component individualized consideration and its relationship with effort-reward imbalance. Design/methodology/approach – Using linear hierarchical regression analyses, the authors tested four hypotheses on a broad sample of 229 German employees. Findings – The results confirm the expected relationship between transformational leadership and effort-reward imbalance and that the strongest relationship exists with individualized consideration. However, there is no support for the hypothesized moderating effects. Research limitations/implications – First, the recruitment of the sample via fora and periodicals may bias the results. Second, the dependent and the independent variables were assessed with the same method, thus facilitating a common method bias. Third, the study underlies a cross-sectional design which does not allow drawing conclusions on causality. Practical implications – The findings provide implications for leaders by showing that the most effective leadership behaviours are those encompassed by the transformational leadership component individualized consideration when it comes to reducing negative health effects of adverse working conditions. Furthermore, the results suggest that overcommitment plays a major role for employees’ effort-reward imbalance and should thus be addressed by specific training measures. Originality/value – Researchers have devoted little attention to revealing how effort-reward imbalance can be avoided or reduced by leaders. The study attempts to fill this gap by exploring the relationship between effort-reward imbalance and transformational leadership.

Examining the roles of shared vision and career growth opportunity in developing new employees

2017 ◽  
Vol 30 (4) ◽  
pp. 599-609 ◽  
Author(s):  
Rui-Ting Huang ◽  
Tsung Piao Chou ◽  
Chia-Pin Chen
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Well Being ◽  
Shared Vision ◽  
Content Type ◽  
New Employees ◽  
Growth Opportunity ◽  
Career Growth ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between career growth opportunity (CGO), well-being and turnover intention of new employees, and also probe into the moderating role of shared vision (SV) in organizations. Design/methodology/approach In total, 253 new employees participated in this study, and the partial least squares analysis was adopted to analyze the data. Findings The study findings have indicated that CGO will play a key role in determining emotional exhaustion (EE) and job satisfaction. Additionally, a positive connection between EE and turnover intention, a negative relationship between EE and job satisfaction, as well as a negative link between job satisfaction and turnover intention have been found in this study. Finally, it has been demonstrated that SV will moderate the connection between CGO and EE, the relationship between CGO and job satisfaction, the link between EE and turnover intention as well as the correlation between job satisfaction and turnover intention. Originality/value Although there are numerous studies related to CGO, well-being and turnover intention, relatively little attention has been paid to the connection between CGO, well-being and turnover intention of new employees. With particular respect to the impact of SV on organizational outcomes, there is still a dearth of research examining the moderating role of SV in organizations.

scholarly journals Contributing barriers to corporate social and environmental responsibility practices in a developing country

2016 ◽  
Vol 7 (2) ◽  
pp. 319-346 ◽  
Author(s):  
Md Moazzem Hossain ◽  
Manzurul Alam ◽  
Angela Hecimovic ◽  
Mohammad Alamgir Hossain ◽  
Aklema Choudhury Lema
Keyword(s):  
Developing Country ◽  
Design Methodology ◽  
Environmental Responsibility ◽  
Content Type ◽  
Stakeholder Groups ◽  
Union Leaders ◽  
The Media ◽  
Corporate Social ◽  
Depth Interviews

Purpose The purpose of this study is to explore the contributing barriers to corporate social and environmental responsibility (CSER) practices. In particular, this study focuses on non-managerial stakeholders’ perceptions of the barriers to CSER practices in a developing country context. The study also investigates the current initiatives undertaken by the different stakeholders, such as government, non-governmental organisations (NGOs) and regulators. Design/methodology/approach The study takes a qualitative approach, undertaking semi-structured in-depth interviews with 26 participants from NGOs, the media, regulatory authorities, government departments, shareholders, trade union leaders and customers. Findings The views of stakeholder groups were analysed to identify the contributing barriers to CSER practices. The findings of the study reveal that corruption and politics, lack of coordination, lack of government initiatives and unsatisfactory implementation of laws are perceived as the major barriers that hinder CSER practices in Bangladesh. The study also found a lack of awareness amongst various stakeholder groups regarding the influential role CSER plays in promoting sustainable development. The current initiatives undertaken by various stakeholders to improve CSER practices were limited but growing. Research Limitations/implications The study utilises the stakeholder theory to examine the role of stakeholders, rather than managers, in relation to CSER practice in Bangladesh. The findings may provide impetus for mitigating CSER barriers in a developing country context. Originality/value This study is one of the few engagement-based studies to explore the non-managerial stakeholders’ views on CSER in a developing country context.

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