Social norms in the salesforce: justice and relationalism

2019 ◽  
Vol 34 (1) ◽  
pp. 49-61 ◽  
Author(s):  
Ilgım Dara Benoit ◽  
Thomas Brashear Alejandro ◽  
Jeffrey Foreman ◽  
Christian Chelariu ◽  
Shawn Bergman
Keyword(s):  
Social Norms ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Sales Manager ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Content Type ◽  
Informational Justice ◽  
Relational Norms ◽  
The Impact

PurposeThis paper aims to examine the role of social norms of justice and relationalism in salesperson–sales manager relationships, and their role in developing salesforce commitment and turnover.Design/methodology/approachThis study uses structural equation modeling to analyze survey data from 402 business-to-business salespeople.FindingsAs discrete foundational norms, distributive, procedural and interactional (interpersonal, informational) justice develop higher-order norms of relationalism, which then reflect on increased commitment and reduced turnover intention of the salesforce. Among the justice norms, interpersonal justice has the strongest impact on relationalism.Research limitations/implicationsThe paper shows how each justice norm has a distinct impact in shaping relational norms, and that interpersonal justice has the highest impact. In addition, with enhanced relationalism salespeople become more committed and have lower turnover intentions. Future research could use a longitudinal study, present manager’s side in the model and measure and compare the impact of supervisor- versus organization-focused justice.Practical implicationsTo enhance relationalism, and thus in turn increase commitment and decrease turnover intention of salesforce, sales managers should pay attention to the salespeople’s perceptions of justice norms (distributive, procedural, informational and interpersonal justice), especially interpersonal justice, as it has the highest impact on relationalism. The specific ways to enhance justice perceptions are discussed.Originality/valueThis paper is the first to show how each justice norm is unique in its importance to shape the relationship between sales manager and salespeople in a way that increases the quality of relational norms, governing the relational process into a highly committed one. It also shows that among the four justice norms, interactional justice has the highest impact on relationalism. In addition, this is the first study to show that relationalism decreases turnover intention of salespeople.

Organizational justice and turnover intentions: probing the Pakistani print media sector

2019 ◽  
Vol 7 (2) ◽  
pp. 180-197
Author(s):  
Muzammil Hussain ◽  
Mohammad Saud Khan
Keyword(s):  
Organizational Justice ◽  
Print Media ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Business Environment ◽  
Quantitative Methodology ◽  
Interpersonal Justice ◽  
Content Type ◽  
Informational Justice ◽  
The Impact

Purpose To survive in this competitive era of modern business environment, organizations have to constantly develop, adapt and react to new challenges. Therefore, it is critical for organizations to create a sense of justice and involve their employees in business activities; thereby achieving the organization’s strategic goals. The purpose of this paper is to investigate the impact of organizational justice (OJ) on job turnover behavior of employees within the print media sector of Pakistan. Design/methodology/approach The study employs a quantitative methodology. It uses a sample of 402 employees from the newspaper industry to test hypotheses using regression analysis. Findings Results indicate that perceived distributive justice, procedural justice and informational justice have a negative relationship with turnover intentions of employees (as hypothesized) whereas; interpersonal justice did not result in a significant relationship. Originality/value The present study is one of the first within a Pakistani context in print media sector, aiming to examine the relationship of OJ (addressing all of its dimensions) and “intentions to leave the organization.”

Modeling the impact of employee engagement and happiness on burnout and turnover intention among blue-collar workers at a manufacturing company

2019 ◽  
Vol 27 (2) ◽  
pp. 499-516 ◽  
Author(s):  
Nivethitha Santhanam ◽  
Sharan Srinivas
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Blue Collar ◽  
Equation Modeling ◽  
Content Type ◽  
Blue Collar Workers ◽  
Manufacturing Facilities ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention. Design/methodology/approach The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS. Findings The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males. Practical implications The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment. Originality/value This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.

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.

Enterprise social media: combating turnover in businesses

2020 ◽  
Vol 30 (2) ◽  
pp. 591-610 ◽  
Author(s):  
Murad Moqbel ◽  
Valerie L. Bartelt ◽  
Kazim Topuz ◽  
Kitty L. Gehrt
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Response Bias ◽  
Work Stress ◽  
Turnover Intention ◽  
Equation Modeling ◽  
Content Type ◽  
Enterprise Social Media ◽  
The Impact ◽  
Work Perceptions

PurposeThe purpose of this study is to investigate how enterprise social media (ESM) use combats turnover by impacting work perceptions, and ultimately turnover intention.Design/methodology/approachThis study undertook a survey at a major information technology (IT) corporation. Data from a total of 276 working professionals were collected to test the proposed research model.FindingsThe structural equation modeling results show that ESM increase workplace integration; workplace integration decreased turnover intention, augmented job satisfaction and also reduced job tensions (perceived work stress) – job satisfaction and work stress perceptions influenced turnover intention.Research limitations/implicationsLow response bias is one of the limitations in this study, although this study used a priori and post hoc measures to mitigate non-response bias. This study contributed to the theory by improving our understanding of the role of ESM in combating turnover by impacting work perceptions through the lens of social capital and emotional dissonance theories. This study also has practical implications for managers. The results suggest that incorporating ESM within organizations improves employees' perceptions and behaviors – providing an option for managers to consider it as a way to save costs associated with employee turnover.Originality/valueAlthough several studies have been conducted on ESM, our understanding of the impact of ESM on work perceptions and turnover is still far from complete. This paper helps to close the gap in literature by improving our understanding of how ESM combats turnover by influencing work perceptions in an organization, which provides an essential contribution to research and practice in the field.

Should I stay or should I go? The antecedents of turnover intention among police personnel

2020 ◽  
Vol 19 (1) ◽  
pp. 1-14 ◽  
Author(s):  
Fauzia Jabeen ◽  
Maryam Al Hashmi ◽  
Vinita Mishra
Keyword(s):  
United Arab Emirates ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Middle Eastern ◽  
Equation Modeling ◽  
Content Type ◽  
Police Personnel ◽  
Personnel Turnover

Purpose This study aims to explore the antecedents that may lead to turnover intentions among police personnel in the United Arab Emirates. Design/methodology/approach The data were collected from police personnel (n = 176) through a questionnaire survey, and structural equation modeling was used to test the relationships. Findings The findings revealed that the work-family conflict and job autonomy significantly correlate with turnover intentions. Alternatively, perceived organizational support does not predict turnover intentions. Research limitations/implications This research is limited by the study’s subjective assessment of police personnel turnover intentions through self-reported questionnaires. It provides implications for policymakers, organizational behavioral experts and those interested in formulating effective strategies to reduce turnover among police personnel. Originality/value This study offers a novel context as it assesses police personnel in an emerging Middle Eastern country. It provides insights to policymakers and academia concerning the factors strongly linked with police personnel turnover intentions and will help them formulate strategies for improving personnel satisfaction and advancing relationships between police and the community.

Does hotel employees’ quality of work life mediate the effect of psychological capital on job outcomes?

2017 ◽  
Vol 29 (6) ◽  
pp. 1638-1657 ◽  
Author(s):  
Taegoo (Terry) Kim ◽  
Osman M. Karatepe ◽  
Gyehee Lee ◽  
Seungjae Lee ◽  
Kyungsuk Hur ◽  
...  
Keyword(s):  
Turnover Intentions ◽  
Psychological Capital ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
Quality Of Work ◽  
The Impact

Purpose This study aims to investigate quality of work life (QWL) as a partial mediator of the impact of psychological capital (PsyCap) on service recovery performance (SRP) and turnover intentions (TI). Design/methodology/approach Data were obtained from 288 frontline employees in ten five-star hotels with a one-month time lag in three waves in Busan, Korea. Structural equation modeling was used to assess the direct and mediating effects. Findings As expected, PsyCap heightens QWL and SRP, while it reduces propensity to leave the current organization. QWL partially mediates the association between PsyCap and the two critical outcomes. Practical Implications Management of hotels should recognize the importance of PsyCap and assess candidates’ PsyCap during selection process. Using the PsyCap questionnaire, organizations can select candidates who possess positive personal resources. In addition, hotels may consider the assessment of frontline employees’ PsyCap to ascertain which employees can succeed in challenging situations. It is also important to create a healthy and happy environment where employees are willing to be more productive and contribute more to organizational performance. Originality/value The extant hospitality research is devoid of empirical evidence about the outcomes of PsyCap and QWL such as SRP.

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.

scholarly journals Determinants of the Turnover Intention of Construction Professionals: A Mediation Analysis

2020 ◽  
Vol 12 (3) ◽  
pp. 954 ◽  
Author(s):  
Mehmet Nurettin Uğural ◽  
Heyecan Giritli ◽  
Mariusz Urbański
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Mediating Effect ◽  
The Self ◽  
Equation Modeling ◽  
Self Construal ◽  
The Impact

The voluntary turnover rate of qualified professionals is both a critical issue and a priority issue that affects organizations in different ways. The construction industry has a set of very specific and unique characteristics that demarcates it from all other sectors. This situation is related with strong precariousness and employee turnover, as well as the extensive practice of subcontracting. Furthermore, the construction sector, with its project-based production, is more vulnerable to voluntary turnover intention. Therefore, we aimed, in this study, to determine the key factors that contribute to the voluntary turnover intentions of qualified construction professionals. In this paper, the impact of individual-level value orientations on turnover intention in the construction settings, focusing on the mediating effect of external prestige and organizational identification, are investigated. Structural Equation Modeling (SEM) is employed to estimate the causal relationships between the turnover intention and other research variables. The analyses are based on questionnaire responses from 441 construction professionals living in Istanbul. The findings indicate that an individual difference in the self-construal is related to turnover intention indirectly by virtue of employees’ perceptions of organizational prestige. Organizational identification also partially mediated the relationship between the self-construal and the turnover intention.

Consequences of managerial indecisiveness

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Barbara Caemmerer ◽  
Jobst Goerne ◽  
Jay P. Mulki
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Participative Leadership ◽  
Content Type ◽  
Metropolitan Cities ◽  
And Behavior ◽  
The Impact

PurposeIn a banking context, this study applies uncertainty management theory (UMT) to test the impact of managerial indecisiveness on salespersons' trust in their manager, perceived role ambiguity and turnover intentions. In addition, the moderating role of managers' leadership style on the link between indecisiveness perceptions and role ambiguity is tested.Design/methodology/approachA questionnaire was distributed among customer facing employees from a multinational bank in one of the large metropolitan cities in India. In total, out of 360 questionnaires distributed, 255 responses were coded for analysis resulting in a response rate of 71%. Structural equation modeling, mediation and moderation analyses were applied.FindingsPerceptions of managerial indecisiveness strengthen role ambiguity, which negatively impacts trust in the manager, which in turn increases turnover intentions. The level of participative leadership moderates the link between indecisiveness and role ambiguity.Originality/valueThis is one of the first studies in the sales literature that examines how managerial indecisiveness, role ambiguity and trust in the supervisor can impact salespersons' turnover intentions. Thus, this research makes a useful contribution by examining how managers' decision-making style can shape employee cognition and behavior at the workplace.

The effects of on-the-job embeddedness and its sub-dimensions on small-sized hotel employees’ organizational commitment, work engagement and turnover intentions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Emmanuel Twumasi Ampofo ◽  
Osman M. Karatepe
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Content Type ◽  
Work Related ◽  
Affective Variables ◽  
The Impact

Purpose This paper aims to examine the impacts of links, fit and sacrifice as the sub-dimensions of on-the-job embeddedness (JE) on turnover intentions through the mediating roles of affective organizational commitment (AOC) and work engagement (WENG) and explore AOC and WENG as the two mediators linking on-the-JE to quitting intentions. Design/methodology/approach Data collected from small-sized hotels in three waves in Ghana were used to assess the aforesaid relationships. The hypothesized relationships were tested using structural equation modeling. Findings The findings reveal that on-the-JE is negatively related to turnover intentions. Additionally, the relationship between on-the-JE and turnover intentions is partly mediated by AOC and WENG. The findings further demonstrate that AOC and WENG partly mediate the impact of links on turnover intentions. Practical implications Management of hotels should enhance formal and informal connections between employees and their coworkers and supervisors through socialization tactics. Establishing and maintaining an environment that fosters social support would increase employees’ sense of belongingness and their proclivity to remain with the organization. Originality/value Little is known about the effects of the sub-dimensions of on-the-JE on work-related consequences in the hospitality and tourism literature. The literature is also devoid of evidence concerning affective variables as the potential mediators relating the sub-dimensions of on-the JE to turnover intentions. The study sets out to fill in these gaps.

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