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 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.

Family-Work Enrichment and Individual Outcomes Among Employees Public Sector Organization

2014 ◽  
Vol 2 (4) ◽  
pp. 28-35
Author(s):  
Endang Dhamayantie ◽  
Eddy Suratman ◽  
Sukma Indrahttps://orcid.org/0000-0003-3073-2387
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Affective Commitment ◽  
Career Commitment ◽  
Work Outcomes ◽  
Family Work ◽  
Public Sector Organization ◽  
Individual Outcomes ◽  
The Relationship ◽  
Family Enrichment

Objective - This purpose of this present study is to examine the relationship between family-enrichment work and individual outcomes (job satisfaction, affective commitment, and career commitment). Methodology/Technique - Data were collected using self-administered questionnaire of 120 employees who work full time and married from the public sector organization (health service, financial, and telecommunications). Findings - The results indicate that family-enrichment work is a significant predictor of job satisfaction, but on the other hand, family-work enrichment is not a significant predictor of affective commitment and career commitment. Job satisfaction is also a significant predictor of affective commitment and career commitment. The results also indicate that job satisfaction mediates the relationship between family-work enrichment and affective commitment and career commitment. Novelty – Studies on individual outcomes of family-work enrichment have not been explicitly whether will improve the role in the sending domain (family/non work outcomes) or receiving domain (work outcomes). Furthermore, the number of studies that distinguish the outcomes of family-work enrichment is limited. This study examines the outcomes of family-work enrichment on receiving role domain (work outcomes). Type of Paper - Empirical Keywords: Family-Work Enrichment; Job Satisfaction; Affective Commitment; Career Commitment.

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 The effectiveness of job embeddedness in turnover studies

2014 ◽  
Vol 27 (4) ◽  
pp. 743-779 ◽  
Author(s):  
JongHyun Lee ◽  
KangHyun Shin ◽  
SeungGeun Baeck ◽  
ChangGoo Heo
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Job Embeddedness ◽  
True Score ◽  
Work Related ◽  
Korean Studies

The main objective of this study is to investigate the strength of the relationship among job embeddedness, organizational commitment, job satisfaction, and turnover intentions among Korean employees using meta-analytic methods with theoretical rationale. The results from meta-analysis of 44 Korean studies are as follows. First, the true-score correlations among on-the-job embeddedness, fit to organization, organization-related sacrifice, and turnover intention are -.569, -.462, -.414 each (k = 14-30, N = 4657-8299); the 95% CIs and 80% CVs for all relationships had no zero. Second, the true-score correlations among on-the-job embeddedness, three sub-factors, and work-related attitudes (affective commitment, job satisfaction) are all positively correlated and the 95% CIs and 80% CVs for all relationships had no zero. Third, the magnitude of true-score relationship between on-the-job embeddedness and work-related variables is somewhat stronger in this meta-analysis than in counterpart studies in western countries. Finally, estimating the incremental validity of on-the-job embeddedness using meta-analytic structural equation model, on-the- job embeddedness remains negatively related with turnover intention, after affective commitment and job satisfaction are controlled. This meta-analytic findings contribute to understanding of the relationships among job embeddedness and work-related variables among Korean employees. Future studies should attempt to overcome the limitations of this study such as lack of information related to demographics. Further, more primary studies are needed since there were very few available studies on actual turnover and off-the-job embeddedness. Hopefully, this study will be a good guide for the future Korean studies on job embeddedness.

scholarly journals A Comprehensive Assessment of the Person–Environment Fit Dimensions and Their Relationships With Work-Related Outcomes

2018 ◽  
Vol 46 (5) ◽  
pp. 567-582 ◽  
Author(s):  
Marie Andela ◽  
Margot van der Doef
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Strongly Correlated ◽  
Job Fit ◽  
Four Dimensions ◽  
Mediation Analyses ◽  
Work Related ◽  
Person Environment Fit ◽  
Person Organization Fit ◽  
The Relationship

Our aim was to better understand the relationship between person–environment fit (PE fit) and several work-related outcomes, that is, burnout, job satisfaction, and turnover intention. To achieve this goal, direct effects of PE fit on these variables were explored as well as the indirect effects of PE fit on turnover intention through burnout and job satisfaction. The study was conducted on an occupationally heterogenous sample of 571 employees in France. Four types of fit were taken into account (person–job fit [PJ fit], person–organization fit [PO fit], person–group fit [PG fit], and person–supervisor fit [PS fit]). Correlations, regression, and mediation analyses were performed. Results indicated that the four dimensions of PE fit were positively related to job satisfaction and negatively associated with burnout and turnover intention. PJ fit and PO fit were more strongly correlated with these three work-related outcomes than PG fit and PS fit. Mediation analyses indicated that job satisfaction fully mediated the relationship between PJ fit, PO fit, PS fit, and turnover intention, while burnout partially mediated these relationships.

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 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.

Sign in / Sign up

Export Citation Format

Share Document