Police work-family nexus, work engagement and turnover intention

2019 ◽  
Vol 42 (5) ◽  
pp. 739-750 ◽  
Author(s):  
Talat Islam ◽  
Rashid Ahmad ◽  
Ishfaq Ahmed ◽  
Zeshan Ahmer
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Modeling ◽  
Job Fit ◽  
Role Conflicts ◽  
Content Type ◽  
Analysis Technique ◽  
Work Family ◽  
Two Stages

Purpose Around 87 percent of employees are not engaged in their work and 82 percent have withdrawal intentions across the globe. Considering these emerging challenges the purpose of this paper is to investigate the associations between inter-role conflicts, work engagement and turnover intention considering person-job-fit (PJF) as a moderator. Design/methodology/approach The data from 343 Punjab police employees were collected on a convenience basis through a questionnaire-based survey. The study used the second generation data analysis technique (i.e. structural equation modeling) in two stages. Findings The results found work engagement as a mediator between inter-role conflicts and turnover intention. In addition, PJF was found to moderate these relations. Research limitations/implications This study collected data from a single province of the county. The study has implications for the academicians and policymakers. Originality/value Considering the emerging challenges to policing, this study is first of its kind to examine the moderating role of PJF. This theoretical model is developed on the basis of conservation of resource theory and field theory.

Informal learning, work engagement and their effects on work-family enrichment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mansi Rastogi ◽  
Osman M. Karatepe
Keyword(s):  
Informal Learning ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Hotel Employees ◽  
Work Family ◽  
The Impact ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeDrawing from work-family enrichment (WFE) model and path-goal theory of motivation, this paper proposes and tests work engagement (WE) as a mediator between informal learning and WFE.Design/methodology/approachQuestionnaires measuring informal learning, WE and WFE were filled out by 290 hotel employees in India. The abovementioned linkages were tested via structural equation modeling.FindingsThe findings suggest that hotel employees' informal learning fosters their WE and WFE. The findings also reveal that WE partly mediates the impact of informal learning on WFE.Originality/valueMost of employees' learning efforts in the workplace emerge from informal learning. However, there is still limited information whether employees' informal learning activates their WE, which is a timely and significant topic. Importantly, there is a paucity of evidence appertaining to the effect of informal learning on WFE, which is underrepresented in the current literature. Evidence about the mechanism linking informal learning to WFE is also sparse.

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.

The effects of authentic leadership on turnover intention

2015 ◽  
Vol 36 (8) ◽  
pp. 955-971 ◽  
Author(s):  
Garazi Azanza ◽  
Juan A. Moriano ◽  
Fernando Molero ◽  
Jean-Pierre Lévy Mangin
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Turnover Intentions ◽  
Work Group ◽  
Group Identification ◽  
Equation Modeling ◽  
Content Type ◽  
Positive Effects

Purpose – The purpose of this paper is to examine the relationship between employees’ perception of authentic leadership and their turnover intention as mediated by employees’ work-group identification (WID) and work engagement. Design/methodology/approach – Structural equation modeling was used to analyze the data from 623 Spanish employees. Findings – Results show that authentic leadership has a negative effect on turnover intention and positive effects on work engagement and WID. The direct relationship between authentic leadership and turnover intention was found to be partially mediated by employees’ work engagement. Practical implications – One of the strongest implications that may be drawn from this study is that authentic leaders can influence employees’ turnover intentions by positively enhancing their engagement. Thus, the study highlights authentic leadership as a key element for retaining valuable employees through the promotion of employees’ work engagement. Originality/value – To the authors’ knowledge, this study is the first to analyze the association between authentic leadership and turnover intention and the meditational effect of work engagement and WID.

Curvilinear effects of work engagement on job outcomes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Juliana N. Kibatta ◽  
Olorunjuwon Michael Samuel
Keyword(s):  
Customer Service ◽  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Positive Impact ◽  
Dark Side ◽  
Equation Modeling ◽  
Job Outcomes ◽  
Content Type ◽  
Non Linear

PurposeThe purpose of this paper is to examine the non-linear effects of work engagement (WE) on the job outcomes’ creative performance (CRP), extra-role customer service (ERCS) and turnover intention (TI).Design/methodology/approachData were collected from 405 millennial frontline employees (FLEs) working in the hospitality industry in Kenya. Structural equation modeling was used to examine the hypothesized relationships.FindingsThe results yielded support for one relationship. WE was found to have a significant non-linear relationship with TI. This finding provides evidence of a ceiling to the positive impact of WE on reduced TI. WE and CRP and ERCS were however found to be non-significant and linear, and significant and linear, respectively.Research limitations/implicationsA large number of studies have evidenced positive individual and organizational outcomes associated with WE. This study however, is important, as the “dark side” of WE is empirically examined, therefore providing a different perspective of the concept.Practical implicationsThe study findings affirm that management must exercise caution with excess levels of WE among millennial FLEs as this may lead to unfavourable outcomes.Originality/valueIn this research, the assumption of linearity is challenged. Empirical evidence for the need to systematically explore non-linear associations for a more nuanced understanding of the relationships between variables is provided. Moreover, this study is among the few in which the presence of curvilinear relations between WE and job outcomes is examined in a non-Western context.

scholarly journals Choosing for leaving a job: what is the most important consideration of married woman?

2020 ◽  
Vol 18 (2) ◽  
pp. 409-417
Author(s):  
Ni Made Dwi Puspitawati ◽  
I Wayan Gede Supartha ◽  
I Gusti Ayu Manuati Dewi ◽  
I Gede Riana
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Response Rate ◽  
Intention To Leave ◽  
Equation Modeling ◽  
Saturated Sample ◽  
Female Employees ◽  
Work Family ◽  
Married Female

Attitude is very crucial in determining the decision for a woman to stay in the job. This means that employees tend to have a desire to leave if they feel not attached to the company. Female employees who tend to be married have a role as an employee and family member. Married female employees will have high work engagement if they feel their work brings benefits to family life. This study aims to determine the effect of work-family enrichment on work engagement and turnover intention. The population of this research was 391 married women employees who worked at least a year in four-star hotels in Bali, Indonesia. The sample in this study is determined using a nonprobability sampling method with a saturated sample based on specified criteria, 331 questionnaires returned (response rate of 85%), but only 325 questionnaires were complete and feasible to be analyzed (usable response rate of 83%). Data were collected via questionnaire and analyzed using SEM (structural equation modeling). The results showed that married female employees were more enthusiastic about working when they could fulfill their multiple roles in work and be better family members. Their involvement in work seriously and feeling proud to be part of the company can reduce their intention to leave. This research is expected to be a consideration for management in making policies related to decreasing turnover intention.

Job crafting and work-family enrichment: the role of positive intrinsic work engagement

2018 ◽  
Vol 47 (3) ◽  
pp. 651-674 ◽  
Author(s):  
Mansi Rastogi ◽  
Richa Chaudhary
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Demands ◽  
Job Crafting ◽  
Equation Modeling ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

Purpose The purpose of this paper is to examine the role of job crafting behaviors in predicting work-family enrichment. It is hypothesized that employees who are able to adjust their work environment proactively by increasing structural and social job resources, increasing challenging job demands and decreasing hindering job demands would be more engaged and experience work-family enrichment. Design/methodology/approach The sample for the study consisted of 496 employees working in diverse nature of organizations in India. Structural equation modeling with the help of SPSS AMOS 20 was used for testing the study hypotheses. Findings The results reveal a strong relationship between job crafting and work-family enrichment experiences among employees. The study also established the role of work engagement as a mediator of the relationship between job crafting and work-family enrichment. Research limitations/implications The study significantly advances the underdeveloped literature on work-family enrichment by establishing job crafting as a predictor and illuminating the underlying psychological processes in a non-western collectivist culture. The study also contributes to theory building around the construct of job crafting which is still in its infancy. Practical implications The practitioners are encouraged to provide opportunities, support and freedom for job crafting to their employees for better work and home outcomes. Originality/value The present study is one of the pioneer attempts to examine how employees themselves can influence work-family enrichment by enhancing their work engagement using job crafting.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

Turnover Intention Among the Navy People: The Role of Work Family Interference and Organizational Commitment

2021 ◽  
Vol 7 (2) ◽  
pp. 172
Author(s):  
Muhamad Zafran Whab ◽  
Raida Abu Bakar
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
High Capacity ◽  
Intention To Leave ◽  
Equation Modeling ◽  
Work Family ◽  
Navy Personnel

Human capital is a critical component of any organization's competitiveness. The absence of a high-capacity employee can have a negative impact on operational performance. The researcher examined the significance of organizational commitment as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. Data were collected from 400 navy personnel at the Lumut Naval Base in Perak, Malaysia, using structured questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. Organizational commitment serves as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. According to the findings of this study, organizational commitment mediated the relationship between work-family interference and turnover intention. Additionally, work-family interference is a significant predictor of intention to leave the RMN.

Structural empowerment and serving culture as determinants of organizational identification and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Radoslaw Nowak
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Joint Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Structural Empowerment ◽  
Content Type ◽  
Employee Identification ◽  
The Relationship

Purpose This paper aims to provide an alternative explanation for how organizations could increase levels of organizational identification, in turn reducing employee turnover intention. Specifically, the study empirically tests the joint effect of two types of organizational resources – structural empowerment and serving culture (SE*SC) – on employee identification. Moreover, it investigates the mediating effect of organizational identification on the relationship between the joint effect (SE*SC) and turnover intention. Design/methodology/approach The data were collected in 2018 from employees working in a higher education institution located in the USA. Structural equation modeling was used to test the proposed model. Findings Statistical analysis reveals the positive joint effect (SE*SC) on organizational identification and the mediating effect of identification on the relationship between the joint effect (SE*SC) and turnover intention. Originality/value This study contributes to past research by revealing a new important mechanism. Business organizations could increase levels of employee identification and, in turn, reduce turnover by providing empowering resources that allow employees to successfully complete their jobs. Moreover, the study also contributes to practice by providing some recommendations that managers may implement to improve internal effectiveness in their respective organizations.

Reverse mentoring and job crafting as resources for health: a work engagement mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neha Garg ◽  
Wendy Marcinkus Murphy ◽  
Pankaj Singh
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Latent Variable ◽  
Structural Equation ◽  
Negative Relationship ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Theoretical Frameworks ◽  
Content Type

PurposeThis paper examines whether employee-driven practices of reverse mentoring and job crafting lead to work engagement and, in turn, to higher levels of prospective mental and physical health.Design/methodology/approachIntegrating social exchange theory and the job demands and resources model as theoretical frameworks, survey data were collected from 369 Indian software developers to test the research model. Latent variable structural equation modeling was used to empirically test the hypothesized associations.FindingsThe findings reveal that both reverse mentoring and job crafting are significantly associated with work engagement. Work engagement fully mediated the negative relationship between 1) reverse mentoring and mental ill-health and 2) job crafting and physical ill-health, while it partially mediated the negative relationship between 1) reverse mentoring and physical ill-health and 2) job crafting and mental ill-health.Practical implicationsThe results demonstrate that by implementing the practices of reverse mentoring and job crafting, managers can achieve desired levels of engagement among employees and sustain organizational productivity by promoting employee health and well-being.Originality/valueThis study is one of the early attempts to empirically demonstrate the associated health outcomes of reverse mentoring and job crafting.

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