scholarly journals A Mediating Role of Relational Psychological Contract on the Relationship Between Work Place Spirituality and Employee Turnover Intention in Nigeria Banks

2017 ◽  
Vol 6 (4) ◽  
pp. 75
Author(s):  
Oyekunle Oyelakin
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Work Place ◽  
Mediating Role ◽  
Employee Turnover Intention ◽  
The Relationship

A moderated mediation model of the relationship between organizational justice and turnover intention

2019 ◽  
Vol 27 (4) ◽  
pp. 1073-1092 ◽  
Author(s):  
Emre Burak Ekmekcioglu ◽  
Enver Aydogan
Keyword(s):  
Organizational Justice ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Mediation Model ◽  
Content Type ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships. Design/methodology/approach Data were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model. Findings This study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF. Research limitations/implications The generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships. Practical implications To reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations. Originality/value This study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.

Responsible leadership an obstacle for turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raheel Yasin ◽  
Sarah Obsequio Namoco ◽  
Junaimah Jauhar ◽  
Noor Fareen Abdul Rahim ◽  
Najam Ul Zia
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Ethical Climate ◽  
Equation Modeling ◽  
Responsible Leadership ◽  
Content Type ◽  
Mediating Role ◽  
Employee Turnover Intention

Purpose The purpose of this paper is to investigate the extent to which ethical climate mediates between responsible leadership and employee turnover intention. Design/methodology/approach This study used the deductive logic approach to develop hypotheses and analytical framework. Data were collected through convenience sampling technique from branch-level employees of the Bank of Punjab Pakistan working in Lahore, Gujranwala and Gujrat Region. Data were analyzed to test the hypotheses via descriptive analysis and structural equation modeling using SPSS and Smart PLS. Findings Results confirmed a significant positive association between responsible leadership and ethical climate and a negative association between ethical climate and employee turnover intention. Furthermore, results also confirmed the mediating role of ethical climate between responsible leadership and turnover intention. Practical implications This study enhances the existing literature regarding responsible leadership, ethical climate and turnover intention. It also helps professionals to review their policies. Originality/value The theoretical contribution of this paper lies in exploring the relationship between responsible leadership and ethical climate. The current study empirically examined the mediating role of an ethical climate between responsible leadership and employee turnover. It contributes also to the literature regarding responsible leadership, ethical climate and turnover intention.

Psychological contract violation and turnover intention: the role of job dissatisfaction and work disengagement

2020 ◽  
Vol 42 (6) ◽  
pp. 1291-1308
Author(s):  
Muhammad Umer Azeem ◽  
Sami Ullah Bajwa ◽  
Khuram Shahzad ◽  
Haris Aslam
Keyword(s):  
Psychological Contract ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Dissatisfaction ◽  
Content Type ◽  
Psychological Contract Violation ◽  
Employee Turnover Intention ◽  
Contract Violation

PurposeThis paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of job dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.Design/methodology/approachDrawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to job dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.FindingsThe findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.Originality/valueThis research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.

scholarly journals THE IMPACT OF LEADERSHIP ON TURNOVER INTENTION: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION

2017 ◽  
pp. 27-41 ◽  
Author(s):  
Alicia Jia Ping Lim ◽  
Joshua Teck Khun Loo ◽  
Pey Huey Lee
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Mediating Effect ◽  
Organisational Commitment ◽  
Mediating Role ◽  
The Relationship ◽  
A Company

High undesirable employee turnover is a prevalent issue in today’s contemporary business organisations which has resulted in both direct and indirect costs for organisations. This research was carried out in the Finance Shared Service Center (SSC) of a company where the employee turnover rate is increasing at an alarming rate over the past three years. This study was conducted to investigate the relationship between transformational leadership, job satisfaction, organisational commitment and turnover intention. In particular, this study focuses on the mediating effect of job satisfaction and organisational commitment on the relationship between transformational leadership and turnover intention. A total of 100 useable responses were collected from the total population in the Finance SSC of a company using survey method. The data collected were analysed by using SPSS version 22 and SMART PLS 3.0. Partial Least Squares Structural Equation Modelling (PLS-SEM) approach was deployed to validate the research model and the research hypotheses. Result reveals an insignificant negative relationship between transformational leadership and turnover intention. However, job satisfaction is demonstrated to fully mediate the relationship between transformational leadership and turnover intention. Transformational leadership indirectly influences turnover intention through mediating role of job satisfaction. This study provides both theoretical contribution and managerial recommendations. Limitation of this study relates to cross sectional design and small sample size. Hence, it is recommended that future research should consider longitudinal study and to conduct similar research for the entire industry or in other organisational contexts.

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.

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