The relationship between Perceived Organizational Supports (POS) and intention to leave a job among employees of casual dining restaurants in Klang Valley area

2014 ◽  
pp. 425-429
Author(s):  
H Ghazali ◽  
N Mohamad-Nashuki ◽  
M Othman
Keyword(s):  
Intention To Leave ◽  
Casual Dining ◽  
Organizational Supports ◽  
Klang Valley ◽  
The Relationship ◽  
Valley Area

scholarly journals Job Hopping Behavior among Coffee Shops Employees in Malaysia

2021 ◽  
Vol 11 (3) ◽  
pp. 118
Author(s):  
Hazrina Ghazali ◽  
Zulaikha Hizreen Hashim ◽  
Maisarah Ishak
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Coffee Shop ◽  
Klang Valley ◽  
Potential Factors ◽  
Relationship Of ◽  
The Relationship ◽  
Coffee Shops ◽  
Valley Area ◽  
Organization Support

Job hopping behavior may have an adverse effect on both employers and employees. For the perspective of employee, there are many factors might influence an employee's decision to job hop including salary dissatisfaction or a better offer elsewhere. The issue of job hopping has been a serious concern for many organizations, and the coffee shops industry is no exception. Therefore, the goal of this research is to discover potential factors influencing to job hopping behavior among coffee shops employees, as well as the relationship of identified factors with job hopping. Job satisfaction, financial and perceived organizational support were the three factors investigated in this research. A total of 231 questionnaires were distributed to employees who are currently working in the coffee shops in Klang Valley area and 215 usable responses returned for a response rate of 93.1 percent. The collected data was analyzed by using Statistical Package for Social Sciences (SPSS) latest version. Results of the job satisfaction (mean= 3.5636), financial (m=3.5622) and perceived organization support (mean=3.5601) shows score lean towards agreement level. Additionally, findings showed that the correlation of all the variables were weak correlated. A multiple regression also was run to predict job hopping behaviour with the three independent variables. Results found that only 6.9% of variance in coffee shops’ employees was explained by job satisfaction, financial and perceived organization support (R² = .069). Even though the findings of this research found that these three variables did not have a direct impact on coffee shop employees' decision to job hop, the findings may provide some guidance and alert coffee shop owners or managers to the importance of these three variables in the coffee shops industry in order to minimize job hopping and will be discussed further in this paper.

scholarly journals AGROTOURISM PREFERENCES FACTORS AMONG URBAN DWELLERS IN KLANG VALLEY AREA

2020 ◽  
Vol 29 (1) ◽  
Author(s):  
Norsida Man ◽  
Hafiza Abdul Harith Aspany
Keyword(s):  
Economic Development ◽  
Sustainable Tourism ◽  
Tourism Industry ◽  
The Public ◽  
Current Trends ◽  
Lack Of Information ◽  
Klang Valley ◽  
Modern Application ◽  
The Relationship ◽  
Valley Area

Agrotourism is a catalyst for initiation of the sustainable tourism activities and diversifyingrural activities. As agriculture is the fourth contributors to the country’s economic development, this sector has vast areas to offer the tourists to feel the excitement from farm and its resources. Agriculture and tourism have their own ability to develop and grow. The collaboration of both strong industries have strengthened the tourism industry in Malaysia. The objective of this study was to determine the agrotourism preferences among urban dwellers in Klang Valley. The findings revealed that most of the respondents agreed that payments for agrotourism activities should be reasonable and satisfactory as the statement showed the highest mean score (4.41). This means that, the payments charged to the customers must comply with what the agrotourism has been offered to them. Most of the respondents also agreed that finding agritourism locations through modern application like Google Maps and Waze should be easy as it has the highest mean score (4.54) on the statement. This was supported by the current trends of the public who are always connected to these applications to easily find any places at any time. Most of the respondents agreed that agrotourism products and activities should be suitable for all range of ages. This is because, public see tourism andleisure time as a valuable time to spend with family members and friends from all range of ages to tighten the relationship. 345 respondents (89.1%) agreed that the major challenges in agrotourism was the issues of lack of information about agrotourism itself. Information is important in order to create publicity about this industry. Results from this study will serve as a guide for authorities in finding ways about how to promote the agritourism based on the respondents’ preferences towards this industry in Malaysia.  

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

Indian study shows high-performance work systems (HPWS) mediate the relationship between business strategy and employees’ intention to leave

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Business Strategy ◽  
Cost Reduction ◽  
High Performance ◽  
Intention To Leave ◽  
Business Strategies ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Mediating Role ◽  
The Relationship

Purpose This paper examines the relationship between business strategies and employees’ intention to leave (ITL), through the mediating role of high-performance work system (HPWS). Design/methodology/approach To test their hypotheses, the authors used self-administered questionnaires. They drew up a list of 600 organizations of different nature and structure operating in India that were listed by the Federation of Indian Chambers and Industry. They approved 192 organizations and sent the surveys to 960 executives. They aimed to receive a minimum of one response from an HR executive and two from non-HR executives from each one. In the end, they received 572 useable responses. Findings The study found that high-performance work systems (HPWS) mediate the relationship between business strategy and employees’ intention to leave (ITL). The two effective approaches were “quality management” and “innovation strategy”, both of which reinforced the adoption of HPWS. But a third approach, a “cost-reduction strategy”, was not shown to be positively correlated with HPWS. Another important finding was that the influence on ITL did not vary across the types, or ownership structures, of the firms. Originality/value The data has lessons for HR departments. First, it shows it is advantageous for firms hoping to retain more employees to invest in HPWS that are consistent with the values of their organizations. A second practical finding is that firms need to take into account the Indian context. A third lesson is HR practitioners should make strong efforts to communicate the goals of the HPWS to employees The study also shows firms adopting cost-reduction strategies should focus more on treating employees as resources.

scholarly journals The Relationship between Work Motivation, Burnout and Intention to Leave for the Top Level Managers of Garment Industry (A Case Study of Indian Garment Industry)

2013 ◽  
Vol 3 (4) ◽  
pp. 128 ◽  
Author(s):  
Seema Qureshi
Keyword(s):  
Sampling Method ◽  
Work Motivation ◽  
Intention To Leave ◽  
Garment Industry ◽  
Total Work ◽  
Review Of Literature ◽  
Deep Insight ◽  
Relationship Of ◽  
The Relationship

Managers play an important role in organizations. They are the persons who formulate and implement policies, plans etc in the organization. Managers are the first to be contacted for suggestions with regard to overall information about the organization. Taking into consideration the importance of managers in the organization and a critical review of literature which revealed that the study on work motivation, burnout and intention to leave has not been conducted so far on the top level managers of garment industry of Delhi and NCR, the researcher found a gap to be filled by  conducting investigation on this sample for the variables in question. So the sample of the present study consists of top level managers of garment industry of Delhi and NCR. Thus, a convenient sampling method was used for drawing the sample from 60 garment export houses of Delhi and 40 of NCR. This paper gives a deep insight of work motivation, burnout and intention to leave for the top level managers of the garment industry of Delhi/NCR. In this paper we have checked the relationship of all dimensions of work motivation with the dimensions of burnout and intention to leave and have observed that all dimensions of work motivation have some more or less relationship with each dimension of burnout but neither of the dimensions of work motivation or total work motivation have any relationship with intention to leave. So even if top level managers leave their current job they don’t leave because of lack of work motivation.

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