scholarly journals Occupational Health and Safety and Turnover Intention in the Ghanaian Power Industry: The Mediating Effect of Organizational Commitment

2019 ◽  
Vol 2019 ◽  
pp. 1-10
Author(s):  
Suxia Liu ◽  
Emmanuel Gyabeng ◽  
Gilbert Joshua Atteh Sewu ◽  
Nana Kwame Nkrumah ◽  
Bright Dartey
Keyword(s):  
Organizational Commitment ◽  
Occupational Health ◽  
Turnover Intention ◽  
Structural Equation ◽  
Health And Safety ◽  
Sampling Technique ◽  
Occupational Health And Safety ◽  
Power Industry ◽  
Mediating Effect ◽  
Equation Modeling

This study aimed at investigating the effect of occupational health and safety (OHS) on employee’s turnover intention (TI) with the mediating effect of organizational commitment (OC) in the Ghanaian power industry. Methods. With stratified sampling technique, 350 participants were selected to participate in the study with standardized quantitative questionnaires to measure the variables involved in the study and SmartPLS 3-structural equation modeling technique to analyze the data. Results. The results showed that (1) occupational health and safety and turnover intention are negatively related (β = 0.245, p<0.05); (2) there exists a positive relationship between occupational health and safety and organizational commitment (β = 0.820, p<0.05); (3) organizational commitment and turnover intention are negatively related (β = 0.640, p<0.05); and (4) organizational commitment significantly mediates the relationship between occupational health and safety and turnover intention (indirect effect = −0.53 and direct effect = −0.25, p<0.05). Conclusion. Employees satisfied with the health and safety system of their organization tend to be committed to their organization and have low turnover intention, and vice versa.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

scholarly journals Quantifying the relationship between lean maturity and occupational health and safety

2020 ◽  
Vol 11 (1) ◽  
pp. 150-170 ◽  
Author(s):  
Seyed Sajad Mousavi ◽  
Reza Khani Jazani ◽  
Elizabeth A. Cudney ◽  
Paolo Trucco
Keyword(s):  
Occupational Health ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Leading Indicators ◽  
Lean Implementation ◽  
Content Type ◽  
Mediating Factors ◽  
The Impact

Purpose This study aims to quantify the multifaceted relationship between lean implementation and occupational health and safety (OHS) performance. Hypotheses based on a set of antecedents (mediating factors) are built and quantitatively tested. Design/methodology/approach Data were collected through an international survey with responses from more than 20 countries. Partial least square-based structural equation modeling was used to test a theoretical framework derived from literature. Leading indicators (formative indices) were used to evaluate the four antecedents of OHS performance (mediating factors). Findings All the identified antecedents show a significant mediating role. Antecedents related to the working environment and organizational factors have the strongest mediating effect. Results support the importance of using OHS leading indicators to appropriately measure the impact of lean implementation on workers’ health and safety. Research limitations/implications The proposed OHS leading indicators connecting lean practices to OHS performance antecedents are only explored in this study. Therefore, to establish a comprehensive, validated and practically usable set of leading indicators, further research is needed. Practical implications As there are some synergistic and trade-off relationships between lean and safety, the findings of this study will enable managers and organizations to leverage the positive effects of lean implementation on workers’ health and safety and mitigate the negative effects. Originality/value Several prior studies investigated the multifaceted link between lean and OHS; however, this is the first study that tested direct and mediated influence by defining a coherent set of antecedents. The results justify and strongly support the adoption of OHS leading indicators to measure the impact of lean implementation on OHS performance.

STRUCTURAL EQUATION MODELING ANALYSIS USING SMART PLS TO ASSESS THE OCCUPATIONAL HEALTH AND SAFETY (OHS) FACTORS ON WORKERS’BEHAVIOR

2017 ◽  
Vol 5 (2) ◽  
pp. 88-97 ◽  
Author(s):  
Viswanadham Silaparasetti ◽  
G.V.R. Srinivasarao ◽  
Firdouse Rahman Khan
Keyword(s):  
Structural Equation Modeling ◽  
Occupational Health ◽  
Structural Equation ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Construction Workers ◽  
Equation Modeling ◽  
Safety Behavior ◽  
Management Communication ◽  
The Impact

Purpose: The study aims to examine and evaluate the impact of five Occupational Health and Safety (OHS) factors, i.e., Commitment of management, Communication, Training & Education, Health Care and Policies in predicting construction workers’ behavior in construction projects of Oman.Design/methodology/approach: A questionnaire was designed, and data was collectedon arandom sampling basis. Two hundred and fifty-twosamples were collected, and the data was analyzed using Smart PLS -Structural Equation Modeling (SEM) technique.Findings: The study shows thatCommitment of management, Communication, and Training &Educationplays a pivotal role in inspiring the construction workers to improve their perception towards Health and Safety behavior. These factors help in theclear-cut understanding of safety issues and aid in skills development and increase capabilities. All the factors influence the sustainable positive OHS results. Research limitations/Implications: The present study covers only the construction workers. Entire stakeholdersinvolved in construction project (contractors, clients, and consultants) canbe includedfor further studies. Social Implications: The study will help to improve the Health and Safety practices in the construction industry and expected to bring in more awareness among workers, which will inevitably bring in a culture of safe behavior. The ultimate result will be asubstantial reduction or elimination in safety-relatedincidents, which helps all the stakeholders (Contractors, Clients and Consultants).Originality/Value: Only a very few have examined the impact of Occupational Health and Safety factors on the workers’ behavior, and usage of SmartPLS is a novel idea, and it is a first-hand study of its kind.

scholarly journals ANALISIS PENGARUH BEBAN KERJA DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN MELALUI TURNOVER INTENTION SEBAGAI VARIABEL INTERVENING

2019 ◽  
Vol 2 (2) ◽  
pp. 79-94
Author(s):  
Ryan Aulia Authar
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sampling Method ◽  
Employee Performance ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Significant Positive Effect ◽  
Positive Effect

Company always expects its employees to have achievements, because having employees who excel will provide optimal contributions to the company. Good human resources management will lead to achieving goals. Therefore, it is important to analyze of the influence of workload and organizational commitment on employee performance through turnover intention. The purpose of this study was to analyze the effect of workload and organizational commitment on employee performance through turnover intention, the effect of workload and organizational commitment on turnover intention directly or indirectly as an intervening variable. The sample of this study were 140 people. The sampling technique used the proportional random sampling method. Data analysis method uses Structural Equation Modeling (SEM). The results of the study are that workload has a significant positive effect on turnover intention. Organizational commitment has a negative and significant effect on turnover intention. Workload has a significant positive effect on employee performance. Organizational commitment has a significant positive effect on employee performance. Turnover intention has a negative and significant effect on employee performance. Workload does not have a significant effect on employee performance through turnover intention. Organizational commitment has a significant effect on employee performance through turnover intention.       

scholarly journals Occupational Health and Safety, Organisational Commitment, and Turnover Intention in the Spanish IT Consultancy Sector

2021 ◽  
Vol 18 (11) ◽  
pp. 5658
Author(s):  
Julio Suárez-Albanchez ◽  
Juan Jose Blazquez-Resino ◽  
Santiago Gutierrez-Broncano ◽  
Pedro Jimenez-Estevez
Keyword(s):  
Occupational Health ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Relationship ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Intention To Leave ◽  
Organisational Commitment ◽  
Practical Application ◽  
The Impact

Background: The purpose of this study is to analyse the impact that occupational health and safety policies have on employees’ work and organisational commitment and, in turn, on their intention to leave the company. Methods: For this study, we designed a questionnaire with a five-level Likert scale and distributed it among professionals from different companies in the IT consultancy sector in Spain. The data collected from 458 completed questionnaires were analysed using the partial least squares structural equation modelling (PLS-SEM) technique using the SmartPLS software. Results: From the analysis of the data, it was concluded that there is indeed a positive relationship between occupational health and safety policies and employees’ work and organisational commitment, as well as a negative relationship between these policies and the intention to leave the company. Similarly, there is a negative relationship between employees’ work and organisational commitment and their turnover intention. Conclusions: Although, due to the activity of professionals in the sector, occupational health and safety has not been an area of priority, it was concluded from this study that an improvement in these areas would have a beneficial effect on the commitment of workers to the company, thus helping to reduce the high levels of turnover in the sector. Future lines of research, as well as their practical application and the limitations of the study, are indicated at the end of the paper.

scholarly journals The link between talent management, organizational commitment and turnover intention: A moderated mediation model

2021 ◽  
pp. 2011-2020
Author(s):  
Khairieh Abu Dayeh ◽  
Panteha Farmanesh
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Talent Management ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Employee Outcomes ◽  
Moderated Mediation Model

It has been suggested that talent management (TM) has a direct and significant relationship with a number of employee outcomes. This is while the number of studies examining the process of TM leading to these outcomes are limited. Therefore, the main purpose of this study is to present a new model for analyzing processes of TM and its linkage with several employee and organizational outcomes that are organizational commitment and turnover intentions. Additionally, the present paper involves a mediating factor (P-O fit) alongside a moderating variable that is, Organizational Culture. A sample of 510 employees were selected from different banks located in Amman, Jordan. Mediation and moderation models were tested through structural equation modeling (SEM). The findings, being in consensus with previous studies, showed that TM has a linkage with both TI and Organizational Commitment. Mediating effect of P-O fit was shown with both aforementioned variables. In addition, the moderation effect of organizational culture on the relationship between TM and TI was found. The study contributes to the literature of the topic by providing a fit model to explain the linkage of TM and a number of organizational and employee outcomes. Bank managers can benefit by being aware and implying TM practices within their firms to further develop company advancements and attending to their employees based on new HRM trends.

scholarly journals role of organizational commitments in mediating the effect of work motivation and job satisfaction towards turnover intention on nurses private hospital

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Made Widya Astiti ◽  
Ida Bagus Ketut Surya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Work Motivation ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling

This study aims to determine the role of organizational commitment in mediating the effect of work motivation and job satisfaction on turnover intention of nurses at private hospitals in South Kuta. The number of samples used was 82 nurses using saturated sampling technique or census methods and collecting data using a questionnaire that uses a Likert scale. The data analysis technique was performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach, and the VAF test to test the role of mediation. The results show that there is a negative and significant influence of organizational commitment, work motivation and job satisfaction on turnover intention. There is a positive and significant effect of job satisfaction and work motivation on organizational commitment, as well as the role of organizational commitment as a partial mediator between work motivation and job satisfaction on turnover intention which has a negative and significant effect. The findings in this study imply that companies are required to pay more attention to appropriate compensation and to reward employees who are loyal to the company and pay attention to the working conditions of their employees so that employees will remain in the company.

Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

Analisa Pengaruh Professionalism dan Rewards Terhadap Job Satisfaction Serta Implikasinya Pada Organizational Commitment; Telaah Pada Sopir Taksi Konvensional Bandara Soekarno-Hatta

2018 ◽  
Vol 9 (2) ◽  
pp. 1-17
Author(s):  
Aldo Winata
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Sampling Technique ◽  
Positive Influence ◽  
Primary Data ◽  
Equation Modeling ◽  
Taxi Driver ◽  
Probability Method ◽  
Positive Effect

Jakarta is the place where the largest number of land transportation in Indonesia, according to Djarot in Kompas.com article, vehicles every day increased about 1500 units. And according to an article from Liputan 6, revenue from conventional taxi drivers dropped dramatically after the entry of online transport by 40-50% during 2016 due to the entry of online transport. Conventional taxi companies must immediately anticipate this phenomenon so that their human resources can survive in the company. The purpose of this research are first, to know is there a positive effect from professionalism factors to organizational commitment and job satisfaction. Second, to know job satisfaction factors have a positive effect to organizational commitment. And the last is to know is there a positive effect from rewards factors to job satisfaction and organizational commitment’s factors. This research uses descriptive method with non-probability method. Through judgmental sampling technique, primary data collection was obtained from questionnaire distribution to conventional taxi driver of Soekarno-Hatta Airport. The data has been collected and then obtained by using Structural Equation Modeling (SEM). The result of this research indicates that there is positive influence from professionalism to organizational commitment but the data do not support the hypothesis, there is positive influence from professionalism to job satisfaction, but there’s negative effect between job satisfaction and organizational commitment, there is positive relation of rewards to job satisfaction, Finally there is a positive effect of rewards on organizational commitment. Keywords: organizational commitment, professionalism, rewards, job satisfaction, ecommerce, conventional taxi driver.

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