Partnership Practices, Labor Relations Climate, and Employee Attitudes: Evidence from China

ILR Review ◽  
2016 ◽  
Vol 70 (5) ◽  
pp. 1196-1218 ◽  
Author(s):  
Meng Xi ◽  
Qin Xu ◽  
Xiaoyu Wang ◽  
Shuming Zhao
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Labor Relations ◽  
Employee Attitudes ◽  
Chinese Enterprises ◽  
Chinese Context ◽  
Using Data ◽  
Hr Managers ◽  
The Relationship

As the labor relations climate in China has deteriorated in recent years, some firms have turned to partnership approaches. Using data collected from HR managers and employees in 190 companies in five provinces of China, this study tests the applicability of partnership theory for Chinese enterprises. It identifies eight dimensions of partnership practices and examines their effectiveness in improving the labor relations climate and employee attitudes. Results show that partnership practices are positively associated with labor relations climate and employee attitudes, and that labor relations climate mediates the relationship between partnership practices and employee attitudes (i.e., affective commitment, job satisfaction, and turnover intention). These findings contribute to the literature on partnership and labor relations climate and the operationalization of partnership, and its effects, in the Chinese context.

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

Leader Member Exchange and Employee Attitudes: A Study in the Indian Context

2005 ◽  
Vol 30 (2) ◽  
pp. 182-187 ◽  
Author(s):  
E. Vikramaditya
Keyword(s):  
Job Satisfaction ◽  
Leadership Effectiveness ◽  
Employee Attitudes ◽  
Intention To Quit ◽  
Leader Member Exchange ◽  
Extra Effort ◽  
Indian Context ◽  
Member Exchange ◽  
Using Data ◽  
The Relationship

This study examined outcomes of leader-member exchange (LMX) relationships in the Indian context. Using data collected from 110 employees, the author investigated the relationship between LMX and subordinates' reports of outcome variables. Results indicated that job satisfaction, commitment, intention to quit, leadership effectiveness, satisfaction with leader and extra effort were positively related to LMX. Intention to quit was negatively related to LMX. Implications and limitations of the study are identified.

Job satisfaction and turnover intention: The mediating effect of affective commitment

2018 ◽  
Vol 1 (2) ◽  
pp. 100 ◽  
Author(s):  
Galih Kartika ◽  
Debora E. Purba
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Affective Commitment ◽  
International School ◽  
Mediating Effect ◽  
School Teachers ◽  
The Relationship ◽  
Practical Implications

This study aims to investigate the mediating effect of affective commitment on the relationship between job satisfaction and turnover intention in international school teachers. Data were collected through questionnaire from 80 teachers in an international school in Jakarta, Indonesia, which indicated that affective commitment fully mediated the relationship between job satisfaction and turnover intention. Theoretical and practical implications were discussed.

scholarly journals Organizational Ethnic Diversity’s Influence on Hotel Employees’ Satisfaction, Commitment, and Turnover Intention: Gender’s Moderating Role

2019 ◽  
Vol 44 (1) ◽  
pp. 76-108
Author(s):  
Aaron Hsiao ◽  
Emily (Jintao) Ma ◽  
Kathleen Lloyd ◽  
Sacha Reid
Keyword(s):  
Job Satisfaction ◽  
Ethnic Diversity ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Outcomes ◽  
Mediation Effects ◽  
Work Related ◽  
Level Data ◽  
Hospitality Organizations ◽  
The Relationship

The aim of this study was to explore whether Taiwanese hospitality workers’ gender moderates the relationship between perceived ethnic diversity levels within their workplace and work-related outcomes at an individual employee level. Data were collected from 371 employees across 26 hotels in Taiwan. The results supported mediation effects of job satisfaction and affective commitment on the relationship between perceived ethnic diversity and employees’ turnover intention. Gender moderated the relationships between perceived diversity and job satisfaction, affective commitment and the relationships between job satisfaction and turnover intention. This study highlights the importance of ethnic diversity impacts on employee work outcomes within Asian hospitality organizations, specifically in Taiwan.

scholarly journals Customer incivility and employees’ turnover intention in China’s hotel: a chain Mediating model

2021 ◽  
Author(s):  
Bo Pu ◽  
Siyu Ji ◽  
Wenyuan Sang
Keyword(s):  
Job Satisfaction ◽  
Professional Identity ◽  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Online Questionnaire ◽  
Hotel Employees ◽  
Using Data ◽  
A Chain ◽  
The Relationship

Abstract This study explores the relationship between customer incivility and hotel employees’ turnover intention in China. The mediating effects of emotional exhaustion, job satisfaction and professional identity were also investigated. The proposed research framework was tested using data from 500 hotel employees who responded to an online questionnaire. The results show that customer incivility affects employees’ turnover intention by affecting emotional exhaustion, job satisfaction and professional identity. Among the three mediating variables, the mediating effect of emotional fatigue is the most obvious. When hotel employees encounter customer incivility, it improves their emotional exhaustion, which will reduce job satisfaction, weaken professional identity, and finally lead to the enhancement of turnover intention. This study proposes a conceptual model of experience development and testing, which enhances the understanding of the relationship between customer incivility and employees’ turnover intention and enriches the research on customer incivility.

scholarly journals Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

2019 ◽  
Vol 11 (4) ◽  
pp. 1101 ◽  
Author(s):  
Juan Yang ◽  
Bo Pu ◽  
Zhenzhong Guan
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Entrepreneurial Leadership ◽  
The Sustainable Development ◽  
In Series ◽  
The Impact ◽  
The Relationship

Entrepreneurial leadership is critical for the sustainable development of start-ups and plays a key role in employees’ turnover intentions. The purpose of this study was to examine the relationship between entrepreneurial leadership and turnover intentions of employees within enterprises established in the last five years. This paper explored this relationship through multiple serial mediators, specifically, employee affective commitment, job embeddedness, and job satisfaction. A quantitative approach was employed on a sample of 403 participants from 62 ventures. The results demonstrated that entrepreneurial leadership can reduce employee turnover intentions, and the impact is through job embeddedness, job satisfaction, and affective commitment, in series. This study is the first try of a three-serial-mediator model for the relationship between entrepreneurial leadership and turnover intentions, and it leads to a better understanding of the significance of entrepreneurial leadership.

Training effectiveness and employee outcomes: a study of an Australian manufacturing organization

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saira Saira ◽  
Sadia Mansoor ◽  
Sadia Ishaque ◽  
Sadia Ehtisham ◽  
Muhammad Ali
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Diversity Training ◽  
Training Effectiveness ◽  
Equation Modeling ◽  
Employee Outcomes ◽  
Content Type ◽  
Manufacturing Organization ◽  
The Relationship

Purpose This study aims to investigate whether the impact of effectiveness of diversity training on affective commitment is different for men versus women and whether affective commitment mediates the relationship between effectiveness of diversity training and employee outcomes of turnover intention and job satisfaction. Design/methodology/approach The data were collected from 134 employees working in an Australian manufacturing organization by using an employee survey. Structural equation modeling was used to analyze the data using AMOS. Findings The results of this study support the proposed hypotheses, demonstrating a significant, indirect effect of effective diversity training on job satisfaction and turnover intention via affective commitment. Moreover, gender moderates the relationship between effective diversity training and affective commitment. Practical implications The findings suggest that organizations can enhance affective commitment and job satisfaction and reduce turnover intention by providing effective diversity training to employees. Gender of employees should also be considered when evaluating the effectiveness of training. Originality/value This study provides pioneering evidence of the following relationships: diversity training effectiveness and turnover intention via affective commitment; diversity training effectiveness and job satisfaction via affective commitment; and diversity training effectiveness and affective commitment for men versus women.

scholarly journals IMPACT OF LOW QUALITY PERFORMANCE APPRAISAL ON JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND TURN OVER INTENTION, MODERATING ROLE OF LOCUS OF CONT

2015 ◽  
Vol 03 (01) ◽  
pp. 47-57
Author(s):  
Muhammad Bilal ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Performance Appraisal ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Quality Performance ◽  
Using Data ◽  
Moderating Role

The purpose of this paper was to examine the effect of low quality performance appraisal on three human resource management outcomes (job satisfaction organizational commitment and turnover intention); the moderating role of locus of control was also examined. Using data from 150 private sector employees, different outcomes were identified. Regression analysis indicated that low quality performance appraisal was negatively related to job satisfaction and affective commitment, whereas positively related to turnover intention. However, low quality performance appraisal was not found to have an effect on continuous commitment and normative commitment. Locus of control was found to have moderated all the relationships between independent and dependent variables.

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