The Impact of Employability on Organizational Commitment and Turnover Intention Mediated by Career Growth Opportunities

2016 ◽  
Vol 23 (1) ◽  
pp. 47-67
Author(s):  
Jun Hyuk Lee ◽  
◽  
Jeong Ho Jeon
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Growth Opportunities ◽  
Career Growth ◽  
The Impact

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals Employee Turnover Intention of SMEs: A Case Study in China

2019 ◽  
Vol 2 (2) ◽  
pp. 41-48
Author(s):  
Yixuan Yao ◽  
Hongjun Zeng
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Small And Medium Enterprises ◽  
Employee Turnover Intention ◽  
Job Opportunities ◽  
Confirmatory Factor ◽  
Medium Enterprises ◽  
Internal And External Factors ◽  
The Impact ◽  
Salary Distribution

Through the empirical analysis and test of 2106 valid questionnaires of employees of small and medium enterprises(SMEs) in China, the article presents the influence mechanism of the sense of fairness of salary distribution on employees' turnover intention based on the cross angle of internal and external factors. The theory of organizational commitment and perception of external job opportunities was introduced and applied AMOS 22.0 to conduct confirmatory factor analysis on the scale. Then applies SPSS 23.0 to establish a hierarchical linear regression model to analyze the impact of the fairness of salary distribution on turnover intention and analyze organizational commitment and the mediating and regulating role of external job opportunities. The results indicate that the sense of fairness in salary distribution and organizational commitment can effectively reduce employees' turnover intention, and employees' perceived external job opportunities moderate this inhibition.

scholarly journals Moderated Mediation Between Transformational Leadership and Organizational Commitment: The Role of Procedural Justice and Career Growth Opportunities

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402093333
Author(s):  
Muhammad Sajjad Bashir ◽  
Sajid Haider ◽  
Muhammad Ali Asadullah ◽  
Munir Ahmed ◽  
Muhammad Sajjad
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Procedural Justice ◽  
Moderated Mediation ◽  
Future Research ◽  
Mediation Process ◽  
Growth Opportunities ◽  
Moderated Mediation Model ◽  
Career Growth ◽  
Psychology Literature

This study examined a moderated mediation model to explain how the indirect effect of transformational leadership (TL) on employees’ organizational commitment (OC) via procedural justice (PJ) is moderated by career growth opportunities (CGOs) in organizations. Data were gathered from 265 college faculty members. The results indicate that PJ serves as mediator between TL and OC, and this mediation process is affected by career growth. This research contributes to the leadership, human resource management, and organizational psychology literature by explaining how CGOs may affect the mediating process of PJ through which the relationship between TL and OC is determined. Organizational leaders can take insights from the findings of this study to increase their employees’ OC. Theoretical implications and future research directions have been discussed.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

scholarly journals Career Growth Opportunity on Turnover Intention: The Mediating Role of Organizational Commitment in Multinational Corporations

2019 ◽  
Vol 9 (4) ◽  
pp. 1
Author(s):  
Joonghak Lee ◽  
Steven B Kim ◽  
Chungil Chae ◽  
Jaeeun Lee
Keyword(s):  
Organizational Commitment ◽  
Multinational Corporations ◽  
Human Resource ◽  
Turnover Intention ◽  
Mediating Role ◽  
Foreign Countries ◽  
Growth Opportunity ◽  
Career Growth ◽  
International Human

In accelerated globalization, multinational corporations (MNCs) continually seek opportunities to expand their businesses to foreign countries. For sustainable businesses in foreign countries, it is important to retain a large number of local employees which is challenging. Based on existing literature in international human resource management, we hypothesized that organizational commitment (OC) is a mediator in the relationship between perceived career growth opportunity (CGO) and turnover intention (TO) among local employees in MNCs. We analyzed a sample from five companies affiliated with a Korean MNC located in Vietnam. From the mediation analysis, it was evident that OC is a partial mediator between CGO and TO. In particular, CGO and OC were positively correlated, OC and TO were negatively correlated, and CGO and TO were still negatively correlated when OC was adjusted in the regression model. These findings provide a new insight in the field of international human resource in growing MNCs.

Pengaruh Kepuasan Kerja, Komitmen Organisasi, Dan Kompleksitas Tugas Terhadap Turnover Intention Pada Kantor Akuntan Publik

2012 ◽  
Vol 4 (1) ◽  
pp. 45-65
Author(s):  
Kartika Ardimeranti ◽  
Rosita Suryaningsih
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Influence ◽  
Turnover Intention ◽  
Task Complexity ◽  
Pearson Correlation ◽  
Normal Probability ◽  
The Impact ◽  
And Task ◽  
Public Accountant

The purpose of this research is to determine the impact of job satisfaction, organizational commitment, and task complexity towards turnover intention in public accountant firms. The respondents of the research are junior auditors, senior auditors, supervisors, and managers in public accountant firms in Jakarta and Tangerang.  The samples were taken by non-probability sampling method by using convenience sampling. The total samples used in analysis are 130 respondents. Data analysis conducted by using multiple regressions. Data quality test in this research is validity test by using Pearson correlation, reliability test by using cronbach’s alpha, normality test using normal probability plot. Classical asumptions test in this research is multicollonierity test by using tolerance and variance inflation factor (VIF) ans heteroscedasticity test by using scatterplot.  The result of hypothesis testing showed that job satisfaction, organizational commitment, and task complexity as simultaneously have significant influence towards turnover intention. Meanwhile, only job satisfaction and organizational partially has significant influence towards turnover intention. Task complexity has no significant influence towards turnover intention. Keywords: job satisfaction, organizational commitment, task complexity, turnover intention.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

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