Reciprocal and non-reciprocal employee–organization relationship: The mediating roles of felt obligation and workplace familism among collegiate coaches

2021 ◽  
pp. 174795412110136
Author(s):  
Doyeon Won ◽  
Gonzalo A Bravo ◽  
Weisheng Chiu
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Collegiate Athletics ◽  
Head Coaches ◽  
Full Time ◽  
Web Based ◽  
Work Related ◽  
Reciprocal Exchange ◽  
Survey Results

This study examined coaches’ perceived organizational support (POS) on their affective commitment and turnover intention and the role played by felt obligation (a reciprocal exchange) and workplace familism (a non-reciprocal exchange) on these work-related outcomes. Based on the stratified random sampling, a total of 333 full-time head coaches employed in athletic departments affiliated with the NCAA responded to a web-based survey. Results indicated that POS was positively associated with workplace familism and felt obligation, but it did not directly predict affective commitment. POS, felt obligation, and workplace familism collectively predicted 78.1% of the variances in affective commitment. Workplace familism and affective commitment were negatively associated with turnover intention, while felt obligation was not directly associated with turnover intention. The mediated effect of felt obligation and workplace familism reveals that both types of reciprocal and non-reciprocal exchanges matter for coaches. Although, when compared, the influence of workplace familism was stronger than felt obligation. The findings of this study provide a better understanding of how POS affects positive work-related outcomes in the context of collegiate athletics and offer practical implications for athletic programs to develop the senses of felt-obligation and work familism, which lead to better employee-organization relationship.

scholarly journals ANTECEDENTS OF TURNOVER INTENTIONS: A STUDY OF KARACHI BUSINESS SCHOOLS

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Muhammad Ashraf ◽  
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Business Schools ◽  
Practical Implication ◽  
Knowledge Workers ◽  
Regression Analyses ◽  
Potential Market ◽  
The University

Purpose: This study mainly investigates the factors, like job satisfaction, affective commitment, perceived organizational support and distributive justice as antecedents of turnover intentions. Methodology: This study utilized the quantitative approach by distributing questionnaires to 200 employees working in leading business schools of Karachi, Pakistan. The correlation and regression analyses have been performed. Findings: The results of the study revealed that, all the predictors negatively correlated and influenced turnover intention. Practical Implication: The findings and framework of this study will be useful to the university organizations, in identifying the factors making the employees working with them to quit. Pakistan is believed to be the potential Market for Investment in Education. This empirical attempt can be used as kick-start for investment in this sector. By taking corrective measures the university organizations can retain knowledge workers, and avoid the anguishes of new hiring.

Longitudinal trajectories of perceived organizational support: a growth mixture analysis

2020 ◽  
Vol 35 (6) ◽  
pp. 481-495
Author(s):  
Gaëtane Caesens ◽  
Alexandre J.S. Morin ◽  
Florence Stinglhamber
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Well Being ◽  
Content Type ◽  
Work Related ◽  
Longitudinal Trajectories ◽  
Growth Mixture ◽  
Desirable Outcome ◽  
Over Time

PurposeThis research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective commitment) and behaviors (i.e. voice behaviors).Design/methodology/approachPOS ratings provided each four months by a sample of 747 employees were analyzed using person-centered growth mixture analyses.FindingsResults revealed that longitudinal heterogeneity in POS trajectories was best captured by the identification of four distinct profiles of employees. Two of these profiles followed stable high (67.2%) and low (27.3%) POS trajectories, whereas the remaining profiles were characterized by increasing (2.2%) or decreasing (3.3%) POS trajectories. Our results showed that, by the end of the follow-up period, the most desirable outcome levels were associated, in order, with the increasing, high, low and decreasing trajectories.Practical implicationsThis research has important implications by showing that perceptions of organizational support fluctuate over time for some employees and help better predicting valuable work-related outcomes.Originality/valueThese findings shed a new perspective on organizational support theory by adopting a dynamic perspective, and revealing that changes over time in POS are more potent predictors of valuable work-related outcomes than stable POS levels.

Turnover intention among liquid knowledge workers: a study of Indian insurance professionals

2019 ◽  
Vol 12 (2) ◽  
pp. 288-309
Author(s):  
Piyali Ghosh ◽  
Geetika Goel ◽  
Tanusree Dutta ◽  
Richa Singh
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Knowledge Workers ◽  
Insurance Companies ◽  
Equation Modeling ◽  
Content Type ◽  
Sales Professionals ◽  
Indian Insurance

PurposeThis study aims to analyze how perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCS) as components of social exchange at work influence turnover intention through affective commitment.Design/methodology/approachPerception of sales professionals working in life insurance companies, categorized as liquid knowledge workers, on the study variables was assessed through a questionnaire-based survey. Data on a sample of 212 such professionals across 11 companies were analyzed using structured equation modeling. Maximum likelihood estimate method was used to test the extent of model fit. Mediation has been confirmed through bootstrapping.FindingsResults reveal a significant direct relationship between PSS and turnover intention. POS and PCS were found to have significant indirect effects on turnover intention, mediated by affective commitment.Research limitations/implicationsOverall results prompt the authors to recommend that organizations in insurance business must invest resources in promoting organizational support and also adopt a supportive work culture in which social exchange can easily occur. Level of withdrawal intention among sales professionals can be lowered by establishing emotional bonding with them. Supervisors may also be provided adequate training in soft skills to support their subordinates.Originality/valueThis study has highlighted that support at workplace is a binding force between an employee and his/her organization, and thus it negatively affects his/her withdrawal intention directly or indirectly via affective commitment. This paper stands out in the multitude of existing research as especially the relation of PCS and turnover intention has been explored less. It also adds to the scarce literature available on turnover intention among liquid knowledge workers in Indian insurance sector.

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

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.

The impact of organizational support for employees’ health on organizational commitment, intent to remain and job performance

2019 ◽  
Vol 7 (3) ◽  
pp. 281-299
Author(s):  
Lin Xiu ◽  
Kim Nichols Dauner ◽  
Christopher Richard McIntosh
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Wellness Programs ◽  
Employee Health ◽  
Wellness Program ◽  
Content Type ◽  
Intent To Remain

Purpose The purpose of this paper is to examine the relationship between employees’ perceptions of organizational support for employee health (OSEH) and employees’ turnover intention and job performance, with a focus on the possible mediating roles of affective commitment and wellness program participation in these relationships. Design/methodology/approach Data were collected from surveys of employees at a public university that provides employees with a variety of wellness program options. Conditional procedural analysis was conducted to test the model. Findings Results showed that employees’ perceptions of OSEH positively related to both turnover intention and job performance and that affective commitment fully mediated the relationships between OSEH perceptions and both dependent variables. Research limitations/implications Cross-sectional data were collected on OSEH, affective commitment, employees’ intent to remain in the organization and job performance. Future studies based on panel data would be helpful to establish the causal relationships in the model. Practical implications Our findings show that employees’ perceptions of OSEH are likely to affect behavioral outcomes through affective commitment, suggesting that managers should ensure that employees are aware of organizational support for health promotion. Our findings also suggest that organizations move beyond a focus on design of wellness programs to include an emphasis on the overall OSEH. Originality/value This research study is the first empirical examination on the two possible channels through which organizational health support may influence employees’ intent to remain and job performance – participation in wellness programs and affective organizational commitment. The results are of value to researchers, human resource management managers, employees and executives who are seeking to develop practices that promote employee health at the workplace.

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

2015 ◽  
Vol 6 (4) ◽  
pp. 417-431 ◽  
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.

An integrative model of turnover intention

2015 ◽  
Vol 6 (1) ◽  
pp. 71-90 ◽  
Author(s):  
Yui-tim Wong ◽  
Yui-Woon Wong ◽  
Chi-sum Wong
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Integrative Model ◽  
Future Research ◽  
Content Type ◽  
Trust In Management ◽  
Perceived Organisational Support ◽  
The Impact

Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ performance, and both perceived organisational support (POS) and affective commitment have partial mediation effects between trust in management and employees’ turnover intention. Research limitations/implications – The Western POS scale was used in this study. It may not fully capture the meaning of POS in the Chinese setting. Future research may develop indigenous POS measurement. Additionally, the scale on turnover intention only showed employees’ intention to leave, it did not reveal their subsequent actual turnover. Future research should use a longitudinal design to study the actual employee turnover. It contributes to the literature by offering insights on how Chinese human resource management practices in JVs affect employees’ turnover intention and the impact of turnover intention on employees’ performance in Chinese JVs. Originality/value – This study enhances the authors' understanding of the relationship among POS, affective commitment and turnover intention of Chinese JV employees.

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

Metamorphosis ◽  
2017 ◽  
Vol 16 (1) ◽  
pp. 33-44
Author(s):  
Jallavi Panchamia ◽  
D. M. Pestonjee
Keyword(s):  
Pharmaceutical Industry ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Sem Analysis ◽  
Survey Method ◽  
Acceptable Model ◽  
Hr Managers

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.

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.

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