scholarly journals Home to work spillover and turnover intentions

2018 ◽  
Vol 42 (3/4) ◽  
pp. 246-265 ◽  
Author(s):  
Jenny Sok ◽  
Robert Jan Blomme ◽  
Melanie De Ruiter ◽  
Debbie Tromp ◽  
X.D. Lub
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Training And Development ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Modeling Analysis ◽  
Work Spillover ◽  
The Relationship

Purpose This paper aims to investigate the relationship between home-to-work spillover, measured as positive and negative home–work interference (HWI) and turnover intentions, as well as the mediating role of perceptions concerning training and development practices. Design/methodology/approach Data were collected among 418 respondents who were working at two business schools. A confirmative structural equation modeling analysis was conducted for the analysis. Findings As expected, positive HWI showed negative relationships with turnover intentions, while negative HWI related positively to turnover intentions. Training and development practices mediated the relationship between positive HWI and turnover intentions; the mediation effect was stronger for women than it was for men. Training and development practices did not mediate the relationship between negative HWI and turnover intentions, however. Practical implications The outcomes suggest that helping employees to balance their work and home lives can be beneficial for employees, as well as for employers in terms of reducing turnover intentions. Originality/value As contributions, additional insight into the relationship between positive and negative non-work factors and turnover intentions by examining the ways in which both positive as well as negative HWI are related to turnover intentions. Furthermore, the research considers the mediating role played by perceptions concerning human resource (HR) practices, and particularly training and development practices as perceived by the employee, in the relationship between positive and negative HWI and turnover intentions.

Being abused, dealt unfairly, and ethically conflicting? Quitting occupation in the lap of silence

2019 ◽  
Vol 12 (1) ◽  
pp. 22-39
Author(s):  
Abdul Mannan ◽  
Muhammad Kashif
Keyword(s):  
Structural Equation ◽  
Service Sector ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Perceived Injustice ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the integrative effects of abusive supervision (AS), perceived injustice (PI) and ethical conflict (EC) on occupational turnover intentions (OTI) among frontline employees (FLEs). Furthermore, the mediating role of quiescent silence (QS) is examined. Design/methodology/approach The authors collected survey-based data from 320 FLEs working in different service sector organizations of Pakistan. The snow-ball sampling technique is employed to approach respondents of this study. The collected data are analyzed through structural equation modeling (SEM) technique using SmartPLS 3.0. Findings The AS, PI and EC are found to collectively predict OTI among FLEs with a mediating effect of QS. The EC is the strongest predictor of OTI. Practical implications The results imply that service managers must ensure that employees are treated fairly. Furthermore, relevant trainings are offered to FLEs in order to maintain the required ethical standards at work to reduce EC perceptions. Originality/value The study is pioneer in presenting the relationship between QS and occupational turnover among FLEs. Furthermore, the study advocates the mediating role of employee quiescent silence to enrich the relationship between socio-psychological factors (i.e. AS, EC and PI) and OTI.

scholarly journals Core Self-Evaluations, Perceived Job Characteristics and Job Satisfaction: Evidence from Two Independent Samples of Highly Skilled Argentinian Workers

2019 ◽  
Vol 28 (1) ◽  
pp. 131-146 ◽  
Author(s):  
Lucas Pujol-Cols
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Skilled Workers ◽  
Mediating Role ◽  
Modeling Analysis ◽  
Highly Skilled ◽  
Core Self ◽  
The Relationship

This study examined the mediating role of perceived job characteristics in the relationship between core self-evaluations (CSEs) and job satisfaction. Data were collected from two independent samples of highly skilled workers in Argentina (190 scholars and 116 managers). The results from the structural equation modeling analysis revealed that perceived job characteristics partly mediated the relationship between CSEs and job satisfaction in both samples (32% in sample 1 and 65% in sample 2), suggesting that those individuals with higher CSEs tended to perceive their jobs as more resourceful (i.e., more rewarding, secure, and supportive), which increased their levels of job satisfaction. ese findings were consistent with those reported in North-American and European organizational settings, which provided further support to the universality and cross-cultural generalizability of the CSE construct.

The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions

2014 ◽  
Vol 19 (5) ◽  
pp. 494-507 ◽  
Author(s):  
Martha C. Andrews ◽  
K. Michele Kacmar ◽  
Charles Kacmar
Keyword(s):  
Job Satisfaction ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Future Research ◽  
Snowball Sampling ◽  
Prevention Focus ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

scholarly journals Antecedents and outcomes of work–nonwork conflict in hospitality: a meta-analysis

2019 ◽  
Vol 31 (10) ◽  
pp. 3919-3942 ◽  
Author(s):  
Shi Xu ◽  
Zheng Chris Cao
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Well Being ◽  
Hospitality Management ◽  
Equation Modeling ◽  
Positive Affectivity ◽  
Content Type ◽  
Work Conflict ◽  
The Relationship

Purpose This paper aims to provide and meta-analytically investigate a theoretical framework of work–nonwork conflict and its antecedents and outcomes in hospitality management. Design/methodology/approach This paper adopts the psychometric meta-analytical methods and meta-structural equation modeling methods to synthesize the relationships between work-to-nonwork conflict (WNC) and nonwork-to-work conflict (NWC) and its antecedents and outcomes. Findings WNC and NWC are found to be correlated with antecedents including social support; positive affectivity and negative affectivity; work characteristics; and outcomes including job-related well-being, life-related well-being, burnout, performance and turnover intentions. Originality/value This paper is the very first meta-analysis in International Journal of Contemporary Hospitality Management. It is also the first meta-analysis on the relationship between overall work–nonwork conflict and its antecedents and outcomes in hospitality and tourism.

Organizational flexibility and project portfolio performance: the roles of innovation, absorptive capacity and environmental dynamism

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Aamir Saeed ◽  
Yuanyuan Jiao ◽  
Muhammad Mohsin Zahid ◽  
Humaira Tabassum ◽  
Shazia Nauman
Keyword(s):  
Structural Equation ◽  
Equation Modeling ◽  
Portfolio Performance ◽  
Project Portfolio ◽  
Environmental Dynamism ◽  
Organizational Flexibility ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThe aim of the current study is to empirically assess the effects of organizational flexibility on project portfolio (PP) performance, with the mediating role of innovation and moderating effects of environmental dynamism (ED) and absorptive capability (AC).Design/methodology/approachData were collected from 173 manufacturing firms and analyzed using structural equation modeling (SEM) with the help of a partial least squares (PLS) approach.FindingsResults show that innovation partially mediates the relationship between organizational flexibility and PP performance. Furthermore, the moderating effect of ED between organizational flexibility and innovation was analyzed. Additionally, AC also observed as a moderator between innovation and PP performance.Originality/valueBased on the resource-based view, this study contributes to the literature by addressing the roles of innovation, ED and AC in the relationship between organizational flexibility and PP performance. Implications for managers also discussed in the end; for example, to be more competitive, they should incorporate flexibility into the firm to encourage innovation. It also emphasizes to select new innovative opportunities that correspondingly have effects on the PP performance.

Why does leader attention scope matter for innovation ambidexterity? The mediating role of transformational leadership

2016 ◽  
Vol 37 (7) ◽  
pp. 912-935 ◽  
Author(s):  
Xiaofeng Zheng ◽  
Zhiying Liu ◽  
Xiuyuan Gong
Keyword(s):  
Transformational Leadership ◽  
Structural Equation ◽  
Leadership Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Upper Echelons Theory ◽  
Attention Scope ◽  
The Relationship

Purpose The purpose of this paper is to explore the role leader attention plays in the nurture of transformational leadership (TL) behavior, as well as the mechanism by which TL affects innovation ambidexterity, this research empirically studied the relationship between leader attention scope (LAS) and innovation ambidexterity (exploratory innovation and exploitative innovation) through the mediating role of TL. Further, the moderating effect of environmental dynamism (ED) on the relationship between TL and innovation ambidexterity was examined. Design/methodology/approach Empirical study was adopted by distributing questionnaires to high echelon leaders in mainland China to assess related variables. Structural equation modeling was used to examine the relationships of the variables based on the 188 returned questionnaires. Findings The results show that LAS had a positive effect on innovation ambidexterity, and the relationship was partially mediated by TL. ED negatively moderated the relationship between TL and innovation ambidexterity. Practical implications The results suggest that upper echelon leaders receive more unfamiliar, outward-oriented, and source-diverse information to broaden their attention scope. The broad outlook they get obliges them to engage in TL behavior which is beneficial for innovation ambidexterity. Originality/value Based on upper echelons theory, this research reveals the realization mechanism of innovation ambidexterity from the perspectives of leader attention and leadership behavior. This paper avoids the previous research limitation of prevalently employing demographic measurements to substitute for leaders’ psychological processes. The study of LAS also explains the formation mechanism of TL. ED is considered to examine the effectiveness of TL.

scholarly journals Work–life balance, retention of professionals and psychological empowerment: an empirical validation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ansumalini Panda ◽  
Chandan Kumar Sahoo
Keyword(s):  
Structural Equation ◽  
Psychological Empowerment ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
Content Type ◽  
Mediating Role ◽  
High Degree ◽  
The Relationship

PurposeThis study aims to explore the relationship between work–life balance and employee retention by examining the mediating role of psychological empowerment among software firms based in India.Design/methodology/approachThe study collected 283 responses by using a structured questionnaire and interview method. Structural equation modeling (SEM) was used to validate the hypothesized research model for examining the consistency and sturdiness of the study variables by applying AMOS 20.FindingsThe result reveals that psychological empowerment partially mediates the relationship between work–life balance and the retention of professionals. This indicates that a high degree of psychological empowerment strengthens the relations between work–life balance and the retention of professionals.Research limitations/implicationsThe research outlined a best-fit model of psychological empowerment as a partial mediator among work–life balance and the retention of professionals. The study presents a set of sensible and practical aspects where work–life balance and retention of professionals can aid in developing and generating commitment to the organization which could offer new insights for software professionals, managers and practitioners.Originality/valueThis study emphasized that psychological empowerment helps in enhancing dedication, loyalty, integrity, allegiance and trustworthiness among employees, thus playing a role between work–life balance and the retention of professionals.

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.

Job satisfaction, distributive justice, perceived absence legitimacy and the role of turnover intentions: an exploratory study in Ghana

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Helena M. Addae ◽  
Nathaniel Boso
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Employee Perceptions ◽  
Equation Modeling ◽  
Best Interest ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to investigate the relationship between job satisfaction and distributive justice on employee perceptions of absence legitimacy. This paper also examined the moderating effects of turnover intentions on the relevant relationships. Design/methodology/approach The authors used convenience sampling to collect data from 298 employees working in private and public sector organizations in the manufacturing and service sectors in Ghana. Drawing on institutional theory, this study investigates the effects of employee perceptions of the legitimacy of absenteeism on their attitudes toward their job and pay. Structural equation modeling was used to test the direct and moderation effects. Findings Job satisfaction and perceived distributive justice were found to be significantly related to the absence of legitimacy. Additionally, turnover intentions moderated the relationship between job satisfaction and absence legitimacy; however, unexpectedly, this was associated only marginally with distributive justice. Research limitations/implications The main limitation of this study was that it was cross-sectional, but the analysis did not show a common method bias. This study was conducted in a developing country where valid and accurate absence data are non-existent. The hypotheses were supported. When employees felt a sense of inequity and were dissatisfied with their jobs, they were likely to perceive absenteeism as legitimate behavior. These relationships were more pronounced when employees intended to leave their organizations. Practical implications From a practical standpoint, as employees are likely to engage in absenteeism as a means to reduce their perceptions of imbalance and because absenteeism is a costly behavior, it would be in the employer’s best interest to mitigate these high costs. It behooves employers to comprehend the factors that lead to the legitimization of absences. Doing so, they would be able to implement attendance management systems and strategies that would delegitimize some of these factors, thus improving attendance and potentially increasing productivity and job satisfaction and reducing turnover intentions. Originality/value This study contributes to absenteeism research because, unlike most studies in the area, it examined employee cognitions of the behavior. Such cognitions should provide insights into how employee perceptions of the legitimacy of absences would affect attitudinal variables such as job satisfaction, feelings of equity and turnover intentions. Moreover, even though the study was conducted in Ghana, absence legitimacy can be investigated in different settings at different levels of analysis. This is because it is free from contamination such as, dissimilar absence reporting systems within and across organizations and nations that affect the validity and accuracy of absence data.

Prior knowledge and social entrepreneurial venture creation: the mediating role of novelty ecosystem

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Isa Nsereko ◽  
Samuel S. Mayanja ◽  
Waswa Balunywa
Keyword(s):  
Prior Knowledge ◽  
Measurement Errors ◽  
Structural Equation ◽  
Equation Modeling ◽  
Venture Creation ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeThe purpose of this study is to examine the mediating role of novelty ecosystem in the relationship between prior knowledge and social entrepreneurial venture creation (SEVC) among community-based organizations (CBOs) in Uganda.Design/methodology/approachThe study is cross sectional and quantitative. Data were collected from CBO owner-managers. Mean, standard deviations, correlations and structural equation modeling were conducted to check the relationships among variables.FindingsResults show that both prior knowledge and novelty ecosystem are significantly associated with SEVC. Results further indicate that novelty ecosystem partially mediates the relationship between prior knowledge and SEVC.Research limitations/implicationsThe design was cross sectional in nature, thus limiting monitoring changes in knowledge and its effect on SEVC. The results should be interpreted as they are because there could be some endogeneity biases, which were not detected like measurement errors and failure to identify appropriate instruments.Originality/valueThis study provides an initial empirical evidence on the relationship between prior knowledge, novelty ecosystem and SEVC using evidence from a developing African country – Uganda. Mostly, this provides an initial evidence of the mediation role of novelty ecosystem in the relationship between prior knowledge and SEVC.

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