Examining relationships among corporate ethical values, commitment and turnover intentions

2016 ◽  
Vol 5 (1) ◽  
pp. 32-52 ◽  
Author(s):  
Japneet Kaur ◽  
Sanjeev Kumar Sharma
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Positive Association ◽  
Ethical Values ◽  
Content Type ◽  
Corporate Ethical Values ◽  
Relationship Of ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship of corporate ethical values (CEV) on the work attitudes linked to the organizational behavior of employees. It primarily focusses on examining the relationship of CEV with organizational commitment (OC) and the turnover intention (TI) of employees. Design/methodology/approach – Study undertakes an explanatory analysis on a sample of 150 employees from large and medium scale Indian Information Technology Business Process Outsourcing firms. Findings – Results of the study revealed significant relationships among the variables. Strong positive association has been found between CEV and commitment, whereas, contrasting result has been found with TI of employees. CEV explained 22 percent and 23 percent of variance in commitment and TI, respectively. Moreover, the relationship of ethical values and TIs has been found to be mediated through OC. Practical implications – Study enables the managers to understand wider impact of ethics in an organization and its positive impact on employees in increasing their commitment levels. Managers should focus on the ethical aspects of conducting business to ensure that the employees are well engaged with their employer and have the least tendency to shift when given an opportunity. Originality/value – This research attempts to bridge the gap in the existing literature by explaining relationship among variables (CEV, OC and TI) in context to the South-Asian nations, and especially India.

Can spirituality and long-term orientation relate to workplace identity? An examination using SEM

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sulphey M M
Keyword(s):  
Organizational Behavior ◽  
Significant Contribution ◽  
Turnover Intentions ◽  
Workplace Spirituality ◽  
Content Type ◽  
Management Literature ◽  
Workplace Identity ◽  
Relationship Of ◽  
The Relationship

PurposeThe interconnections and relationships of workplace identity with a few organizational behavior concepts such as job involvement, commitment and turnover intentions have been identified by earlier studies. The present study was undertaken to find out the relationship of workplace identity with long-term orientation and spirituality.Design/methodology/approachSEM was performed using Python, on a sample of 365 respondents, using three validated questionnaires. The questionnaires used for the study were Spirituality Index of Wellbeing (SIWB), Long-term Orientation (LTO) Scale and Workplace Identity Scale.FindingsResults indicated significant positive relationship between workplace spirituality and workplace identity, as well as LTO and workplace identity. No significant relationship was observed between LTO and workplace spirituality.Originality/valueAn in-depth review of literature revealed that no previous studies have examined the complex relationship between workplace spirituality, LTO and workplace identity. Further, there are only few studies about the workplace identity and its relationship with other constructs. The present work was a modest effort to fill this gap in literature. The study has succeeded in making significant contribution towards management literature.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riya Vinayak ◽  
Jyotsna Bhatnagar ◽  
Madhushree Nanda Agarwal
Keyword(s):  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Overqualification ◽  
The Relationship

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

Perception of ethical climate and turnover intention among nursing staff: does organizational cynicism mediate?

2018 ◽  
Vol 11 (5) ◽  
pp. 319-332 ◽  
Author(s):  
Yasin Munir ◽  
Muhammad Mudasar Ghafoor ◽  
Amran M.D. Rasli
Keyword(s):  
Nursing Staff ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Sampling Technique ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Organizational Cynicism ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to explore the mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention among nurses working in public sector hospitals. Design/methodology/approach A quantitative approach was utilized and 870 questionnaires were distributed to collect data from nursing staff working in Punjab region of Pakistan by using non-probability multistage sampling technique. A total of 711 questionnaires were returned out of which 668 questionnaires were scrutinized. Additionally, confirmatory factor analysis and structural equation modeling were applied to analyze the data. Findings The results revealed a full mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention. Research limitations/implications The current study has adopted a multistage non-probability sampling technique to collect data because the management of hospitals restricted researcher access to personal information about the nurses. Therefore, at the first stage, the researcher used convenience sampling and at the second stage, the researcher utilized quota sampling to collect the data. Moreover, the findings of the current study are based on cross-sectional data because of the limited time and resources. Practical implications The current study fosters the ongoing debate in organizational studies related to cynicism and it is noteworthy for the nursing managers to understand the significant factors which directly or indirectly affect the nursing attitude. Originality/value The current study explored the mediating role of organizational cynicism between perception of ethical climate and turnover intention in nursing profession to fill the research gap.

Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

2020 ◽  
Vol 33 (7) ◽  
pp. 1431-1447 ◽  
Author(s):  
Shalini Srivastava ◽  
Swati Agrawal
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Resistance To Change ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

Ethical values and bank performance: evidence from financial institutions in Malaysia

2020 ◽  
Vol 11 (1) ◽  
pp. 233-256
Author(s):  
Tuan Azma Fatiema Tuan Ibrahim ◽  
Hafiza Aishah Hashim ◽  
Akmalia Mohamad Ariff
Keyword(s):  
Banking Sector ◽  
Positive Association ◽  
Annual Reports ◽  
Bank Performance ◽  
Ethical Values ◽  
Return On Assets ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The purpose of this study is to investigate the relationship between ethical values and performance in the context of the banking sector in Malaysia. Design/methodology/approach Based on the philanthropic model, this study posits that firms undertaking zakat and charity are ethical firms. Zakat disclosure index (ZDI) and charity disclosure index (CDI) were constructed to measure ethical values. This study hypothesises that ethical values are positively associated with bank performance. Ethical values (i.e. CDI and ZDI) and financial performance data (i.e. return on assets) were collected from the disclosures made in the annual reports of 50 banks for a period of five years (2010-2014). Findings A positive association was found between zakat disclosure and bank performance. The results indicate that higher zakat disclosure is associated with greater bank performance. However, no relationship was found between charity disclosure and bank performance. Research limitations/implications Considering the limitation of the index used in this study, other dimensions such as corporate governance, sustainability, products and environment can be considered in the development of index to measure ethical values in future studies. Originality/value This study offers additional explanation on the relationship between ethical values and performance by examining the role of zakat disclosures that characterize the unique aspects of Malaysian companies.

Job satisfaction, blat and intentions to leave among blue-collar employees in contemporary Russia

2016 ◽  
Vol 11 (1) ◽  
pp. 21-43 ◽  
Author(s):  
Evgeniya Balabanova ◽  
Azer Efendiev ◽  
Mats Ehrnrooth ◽  
Alexei Koveshnikov
Keyword(s):  
Organizational Behavior ◽  
Turnover Intentions ◽  
Interpersonal Relations ◽  
Blue Collar ◽  
Complex Nature ◽  
Content Type ◽  
Intentions To Leave ◽  
Institutional Contexts ◽  
The Relationship ◽  
Negative Predictor

Purpose – The purpose of this paper is to examine antecedents of intentions to leave among blue-collar employees in domestic Russian organizations. Design/methodology/approach – The study is based on a sample of 1,210 blue-collar employees in 80 domestic organizations across 14 industries and eight regions in Russia. Findings – The analysis shows that wage satisfaction is the strongest negative predictor of Russian employees’ intentions to leave compared to core job-related and interpersonal relations satisfaction. For non-blat employees, the relationships with intentions to leave are negative and significant for all three types of satisfactions, whereas for employees with blat only the relationship between core job-related satisfaction and intentions to leave is significant. Originality/value – The present study, first, reveals that wage satisfaction is the most important but not the only way to retain blue-collar employees in Russia and, second, points toward the complex nature of blat’s influence on employees’ organizational behavior in contemporary Russian organizations. By so doing, the analysis provides a still rare empirical illustration of how relationships and variables explaining turnover intentions and its antecedents are contingent on economic, cultural and institutional contexts.

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.

Risk management integration and supply chain performance in ISO 9001-certified and non-certified firms

2019 ◽  
Vol 69 (6) ◽  
pp. 1205-1225 ◽  
Author(s):  
Scott Dellana ◽  
John F. Kros ◽  
Mauro Falasca ◽  
William J. Rowe
Keyword(s):  
Risk Management ◽  
Supply Chain ◽  
Positive Impact ◽  
Mediating Effect ◽  
Iso 9001 ◽  
Supply Chain Performance ◽  
Content Type ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to explore the mediating effect of supply chain risk management integration (RMI) on the relationship between supply chain logistics performance (LP) and supply chain cost performance (CP), as well as on the relationship between LP and supply chain service performance (SP). The impact of CP and SP on overall firm performance (FP) is also explored. ISO 9001-certified firms and non-certified firms are assessed to determine whether superior risk-based thinking, as required in the latest ISO 9001 standard, has a positive impact on the different relationships. Design/methodology/approach A theoretical model is developed and tested based on the participation of 140 supply chain managers. The proposed structural equation model positively relates LP, RMI, CP and SP. RMI is positively linked to CP and SP, while CP and SP are positively related to overall FP. Two subsamples (a group of 63 ISO 9001-certified firms and a group of 77 non-certified firms) are used to evaluate the model. Findings For certified and non-certified firms, LP is positively related to RMI, CP and SP, and SP and CP are positively related to FP. However, for certified firms, RMI partially mediates the relationship of LP with both CP and SP, while for non-certified firms, RMI does not mediate these relationships. The findings suggest that ISO 9001-certified firms are able to leverage RMI efforts to impact positively on supply chain performance, whereas non-certified firms are not. Research limitations/implications The study findings are based on the perceptions of managers. Even though the majority of the 63 certified firms included in this study were ISO 9001:2015 certified, the model results do not differentiate between companies certified to the 2008 version of the standard and the 2015 version (which specifically requires demonstration of risk-based thinking). Practical implications This study suggests that ISO 9001 provides a framework for risk management processes and collaboration with supply chain partners to positively impact the relationship of LP with cost and SP. Originality/value This is one of the first studies to characterize the benefits of using a structured approach for risk-based thinking that is associated with ISO 9001.

Employee perception of talent management practices and turnover intentions: a multiple mediator model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Boontip Boonbumroongsuk ◽  
Parisa Rungruang
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Management Practices ◽  
Turnover Intentions ◽  
Talent Management ◽  
Structural Equations ◽  
Content Type ◽  
Overall Justice ◽  
Justice Perception ◽  
The Relationship

PurposeThe study aims to investigate employees' overall justice perception and job stress as multiple mediators in the relationship between perceived talent management (TM) practices and turnover intention.Design/methodology/approachCovering various industries in Bangkok, Thailand, the sample of the study consists of 552 employees, including both talented employees and normal employees as defined by their organization. Online questionnaires were distributed internally by selected organizations, and structural equations modeling was used to analyze the data.FindingsThe results indicate that both overall justice perception and job stress mediate the relationship between perceived TM practices and turnover intention.Originality/valueThe study contributes to the lack of empirical evidence in TM literature and aids in the design of better TM strategies to deliver effective organizational investments in its people.

Sanctification of work and turnover of teachers under insurgency

2019 ◽  
Vol 58 (2) ◽  
pp. 171-186
Author(s):  
Linus Jonathan Vem ◽  
Yakubu Ali Mbasua ◽  
Makrop Davireng
Keyword(s):  
Turnover Intention ◽  
Affective Commitment ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose Sanctification of work research is still a growing area among management and educational guild of researchers. The purpose of this paper is to explore the intervening role of career satisfaction and affective commitment in the relationship between sanctification and turnover intentions among teachers in a Boko Haram infested region of Nigeria. Design/methodology/approach The authors adopted a cross-sectional survey design using 375 responses out of the 600 administered questionnaires to three states within the context of this study. The usable data were analyzed using SmartPLS version 3.2.7 to evaluate the hypothesized relationships. Findings The results reveal: negative but insignificant relationship between sanctification and turnover intention; career satisfaction and affective commitment mediate the relationship between sanctification of work and employee intention to leave. Originality/value The predictive role of sanctification was proven to be insignificant under unfriendly work environment, which is contrary to the literature on the role sanctification. The mediating role of career satisfaction and affective commitment between sanctification and turnover intention is relatively new. The two constructs constitute the mechanism through which the relationships are sustained; hence the hypotheses on the indirect relationships are established.

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