Impact of Cultural Ethos and Structural Organicity on Turnover Intention: Evidence from the Indian Pharmaceutical Industry

The aim of the study is to examine the interrelationship among the variables such as cultural ethos, structural organicity, perceived organizational support, affective commitment, and their influence on turnover intention. We conducted the study on 509 medical representatives (MRs) of the pharmaceutical industry with survey method using well-established instruments. We checked the data for reliability, univariate, and multivariate normality assumptions. We tested the hypotheses with path analysis. Results depict significant relationships between cultural ethos and other organizational variables under the study, whereas insignificant relationship between structural organicity and perceived organizational support among MRs of the pharmaceutical industry. A study applied the structural equation modelling (SEM) analysis to develop the final research model with the acceptable model fit after the removal of the structural organicity and one cultural ethos, namely autonomy. The model might be useful to pharmaceutical companies, where high attrition persists among sales people. Moreover, the study will give premise on how organizational culture and commitment can influence employees’ perception towards the support system of an organization. The results of the study will be useful to HR managers in order to improve particular ethos to reduce the turnover intention and to increase employees’ commitment towards the organization.

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Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Organizacija ◽

10.2478/orga-2019-0019 ◽

2019 ◽

Vol 52 (4) ◽

pp. 310-324

Author(s):

Abdulmajeed Saad Albalawi ◽

Shahnaz Naugton ◽

Malek Bakheet Elayan ◽

Mohammad Tahseen Sleimi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Support ◽

Turnover Intention ◽

Structural Equation ◽

Perceived Organizational Support ◽

Future Research ◽

Job Opportunities ◽

Job Opportunity

Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

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How Does Support by the Organization Decrease Employee’s Intention to Leave?

Jurnal Ilmu Perilaku ◽

10.25077/jip.2.2.61-74.2018 ◽

2019 ◽

Vol 2 (2) ◽

pp. 61

Author(s):

Novianthi Dian Purnamawati ◽

Debora Eflina Purba

Keyword(s):

Customer Service ◽

Organizational Support ◽

Turnover Intention ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Intention To Leave ◽

Mediating Effect ◽

Contact Center ◽

Phone Calls ◽

The Relationship

This study aims to investigate the mediating effect of affective commitment in the relationship between perceived organizational support and turnover intention. Data were collected using paper-and-pencil survey on inbound Customer Service Officers (CSO) of a Contact Center X in Jakarta operating in service of electricity needs by phone calls (N = 96). Data were analyzed using Hayes PROCESS macro on SPSS software. Results showed that perceived organizational support was negatively related to turnover intention and positively related to affective commitment. Results also showed that affective commitment was negatively correlated with turnover intention. The mediation analysis showed that affective commitment fully mediated the relationship between perceived organizational support and turnover intention. The theoretical and practical implications of the study were further discussed.

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The influence of organizational learning culture and perceived organizational support on employees’ affective commitment and turnover intention

Nankai Business Review International ◽

10.1108/nbri-01-2015-0002 ◽

2015 ◽

Vol 6 (4) ◽

pp. 417-431 ◽

Cited By ~ 13

Author(s):

Talat Islam ◽

Ishfaq Ahmed ◽

Ungku Norulkamar Bt. Ungku Ahmad

Keyword(s):

Organizational Learning ◽

Organizational Support ◽

Turnover Intention ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Banking Sector ◽

Learning Culture ◽

Equation Modeling ◽

Content Type ◽

Organizational Learning Culture

Purpose – The study aims to examine the relationships between organizational learning culture (OLC), perceived organizational support (POS), affective commitment (AC) and turnover intention (TI) through empirical investigation across the service sector. Design/methodology/approach – A total of 758 employees working in the Pakistani banking sector were approached through convenience sampling. A questionnaire-based survey was used to conduct the research. Findings – A two-stage approach was applied using structural equation modeling (SEM). In the first stage, confirmatory factor analysis (CFA) was applied, and in the second stage, path coefficients were examined. The study found POS and OLC were positively associated with AC but negatively associated with TI. In addition, SEM confirms that AC performs the role of mediator. Research limitations/implications – The study has practical and theoretical implications for HR managers to reduce employees’ TI. Limitations are also discussed. Originality/value – The study elucidates the importance of POS and OLC in enhancing AC and reducing TI.

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Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support

Sustainability ◽

10.3390/su10124418 ◽

2018 ◽

Vol 10 (12) ◽

pp. 4418 ◽

Cited By ~ 8

Author(s):

Sajjad Nazir ◽

Wang Qun ◽

Li Hui ◽

Amina Shafi

Keyword(s):

Organizational Culture ◽

Social Exchange ◽

Organizational Support ◽

Structural Equation ◽

Social Exchange Theory ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Exchange Theory ◽

Equation Modeling ◽

Tie Strength

The current study objective is to investigate how and when leader member exchange (LMX), tie strength, and innovative organizational culture influences employee innovative behavior. In particular, this study uses the social exchange theory to analyze that nurses who demonstrate high affective commitment exhibit a higher level of creativity in the workplace. Based on social exchange theory and perceived organizational support (POS) literature, the current study aims to reveal how perceived organizational support (POS) serves as an imperative mediating process between LMX, tie strength, innovative organizational culture, and employee IB. A questionnaire survey was utilized to collect the data from nurses working in public sector hospitals in Jiangsu province China. A total sample size consists of 325 nurses. Structural equation modeling through AMOS 20 was utilized to analyze the survey data. Results from the structural equation modeling (SEM) analysis indicated that LMX, tie strength, and POS are significantly related to affective commitment and employees’ IB. However, innovative organizational culture has a significant influence on POS and IB, but has no impact on affective commitment. This study covers only public sector hospitals and is limited to Jiangsu province, China. The research could be reproduced in other designated areas in different organizational setups with a bigger sample size to further enhance the understanding of the topic. The key understanding of social exchange theory (SET) is that social relationships can be used appropriately to foster an employee’s IB. It also expands research in the area of LMX, tie strength, innovative organizational culture, and POS as antecedents of affective commitment and IB. This study is a remarkable analysis of LMX, POS, organization culture, commitment, and IB in the Chinese organizational context.

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Predicting the Commitment of Volunteers’ Environmental Stewardship: Does Generativity Play a Role?

Sustainability ◽

10.3390/su12176802 ◽

2020 ◽

Vol 12 (17) ◽

pp. 6802

Author(s):

Chen Ding ◽

Michael A. Schuett

Keyword(s):

Organizational Support ◽

Latent Variables ◽

Structural Equation ◽

Affective Commitment ◽

Sem Analysis ◽

Environmental Stewardship ◽

Equation Modeling ◽

Project Organization ◽

Four Dimensions ◽

Two Factors

This study examined factors that contribute to the commitment of volunteers’ environmental stewardship through motivations, satisfaction, and generativity. Generativity, a focus on the next generation, has not been examined in the content of environmental stewardship. Volunteers for the Texas Parks & Wildlife Department (TPWD) were surveyed online from May to September of 2016 (n = 1111). Through structural equation modeling (SEM) analysis, our findings validated six categories of motivations (helping the environment, project organization, values, learning, career, and social), four dimensions of satisfaction (organizational support, project organization, sense of empowerment, and group integration), and two factors of commitment (affective commitment and normative commitment). Our findings showed positive and significant path correlations for four latent variables (motivations, satisfaction, commitment, and generativity). This study contributes to the literature by showing the potential for generativity to contribute to environmental stewardship, and by enhancing stewardship efforts for agencies and organizations in recruiting and engaging volunteers.

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Challenge Stressors, Work Engagement, and Affective Commitment Among Chinese Public Servants

Public Personnel Management ◽

10.1177/0091026020912525 ◽

2020 ◽

Vol 49 (4) ◽

pp. 547-570

Author(s):

Qingzhi Jiang ◽

Hyeongkwon Lee ◽

Dapeng Xu

Keyword(s):

Work Engagement ◽

Organizational Support ◽

Indirect Effect ◽

Structural Equation ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Equation Modeling ◽

Public Servants ◽

Core Self ◽

Chinese Public

Drawing on the transactional theory of stress and the person–situation interactionist perspective, we theorize that the indirect effect of challenge stressors on affective commitment through work engagement is moderated by the joint effects of core self-evaluations and perceived organizational support. In a sample of 226 Chinese public servants, we tested a new moderated moderated (three-way) mediation model using structural equation modeling. Our results show that challenge stressors positively influence work engagement, which has a significant positive effect on affective commitment. Moreover, the indirect effect of challenge stressors is maximized when both perceived organizational support and core self-evaluations are high.

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Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

Sustainability ◽

10.3390/su13147800 ◽

2021 ◽

Vol 13 (14) ◽

pp. 7800

Author(s):

Ayman Alshaabani ◽

Farheen Naz ◽

Róbert Magda ◽

Ildikó Rudnák

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Structural Equation ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Citizenship Behavior ◽

Equation Modeling ◽

The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

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THE MEDIATING ROLE OF AFFECTIVE COMMITMENT ON THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND PROCEDURAL JUSTICE ON JOB PERFORMANCE OF CIVIL SERVANT

Journal of Leadership in Organizations ◽

10.22146/jlo.55371 ◽

2020 ◽

Vol 2 (2) ◽

Author(s):

Heru Kurnianto Tjahjono ◽

Meika Kurnia Puji Rahayu ◽

Awang Dirgantara Putra

Keyword(s):

Job Performance ◽

Procedural Justice ◽

Organizational Support ◽

Structural Equation ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Equation Modeling ◽

Future Research ◽

Mediating Role

This study aims to analyze the mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance. Respondents in this study are Civil Servants at the BPS Statistics of the Province and the Special Region of Yogyakarta. The sample used was 188 selected using a purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method with Analysis Moment of Structural (AMOS) 24.0 software. This study found that perceived organizational support and procedural justice has no significant direct effect on job performance. This research also shows that perceived organizational support and procedural justice have a significant effect on affective commitment, and there is a significant effect between affective commitment on job performance. The finding of this research show that affective commitment was able to mediate perceived organizational support and procedural justice on job performance. Recommendation for leaders, employees, and future research are discussed.

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HRM Practices in Indonesia: the Contributing Power of Embeddedness and Support

Jurnal Dinamika Manajemen ◽

10.15294/jdm.v9i2.16379 ◽

2018 ◽

Vol 9 (2) ◽

pp. 206-217

Author(s):

S Martono ◽

Vini Wiratno Putri

Keyword(s):

Task Performance ◽

Organizational Support ◽

Structural Equation ◽

Perceived Organizational Support ◽

Employee Performance ◽

Job Embeddedness ◽

Equation Modeling ◽

Survey Method ◽

Hrm Practices ◽

Questionnaire Online

This study aims to test the effect of HRM practices on the employees’ task performance and how the correlation is mediated by the variables of job embeddedness and perceived organizational support. The methods of data collection employed observation, questionnaire online and offline, and interview. Sampling uses the survey method, with the number of respondents 480 (response rate 87.27%) academics in Indonesia. The analysis of Structural Equation Modeling (SEM) with Warp PLS program was used to test the hypothesis. The result of this study shows that the supported HRM practices affect employee performance, job embeddedness and perceived organizational support. Employee performance is also directly affected by job embeddedness and perceived organizational support. Based on the result, there is an effect of HRM practices on the task performance, the better HRM practices are, the more employees’ task performance will improve. Job embeddedness and perceived organizational support are also affected by HRM practices. In addition, this study also proves that job embeddedness and perceived organizational support can also improve employees’ task performance. Besides affecting directly, job embeddedness and perceived organizational support have a role as mediating variables in the HRM practices on performance. The result of this study provides an understanding that good HRM practices are crucial to be applied not only in the profitable organization but also in the universities. This study provides a description of the importance of good HRM practices to be implemented in the universities. Furthermore, it is necessary to continue studying the roles of human resources practices with the larger sample.

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