The moderating effect of the self-efficacy on the relationship between job satisfaction and turnover intention of nursery school's teachers

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

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The Moderating Effect of Supervisory Support on the Self-Efficacy Work-Performance Relationship

South African Journal of Psychology ◽

10.1177/008124639802800307 ◽

1998 ◽

Vol 28 (3) ◽

pp. 164-173 ◽

Cited By ~ 10

Author(s):

Kim Ballantine ◽

Christopher G. Nunns

Keyword(s):

Self Efficacy ◽

Work Performance ◽

Insurance Industry ◽

Moderating Effect ◽

The Self ◽

Work Output ◽

Supervisory Support ◽

Output Measure ◽

The Relationship ◽

Rated Performance

The present study examined the moderating effect of supervisory support on the relationship between self-ratings of self-efficacy and two measures of work performance, namely supervisor-rated performance and a work-output measure. Research was conducted within the South African life insurance industry on a sample of broker consultants (sales promotional staff) ( n = 70 subjects) over a three-month period. Past research found a positive relationship between high self-efficacy and work performance. However, such research did not take account of the influence of leadership factors. It was hypothesised that effective supervisory support would facilitate the attainment of higher levels of performance. Therefore, it was hypothesised that supervisory support should moderate the self-efficacy work performance relationship, particularly in the case of low self-efficacy. As hypothesised, it was found that supervisory support moderated the relationship between self-efficacy and supervisor-rated performance. Performance was highest when low levels of self-efficacy occurred together with high supervisory support. However, supervisory support did not moderate the relationship between self-efficacy and the work-output measure of performance. Limitations of the study, as well as theoretical and practical implications are considered.

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Incivility, satisfaction and turnover intention of tourist hotel chefs

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-02-2018-0164 ◽

2019 ◽

Vol 31 (5) ◽

pp. 2034-2053 ◽

Cited By ~ 8

Author(s):

Hsi-Tien Chen ◽

Chih-Hung Wang

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Turnover Intention ◽

Workplace Incivility ◽

Moderating Effect ◽

Negative Effects ◽

Content Type ◽

Positive Effects ◽

The Relationship ◽

Structured Questionnaire

Purpose This study examines the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, emotional intelligence is taken as the moderating variable on the relationships between workplace incivility and job satisfaction and workplace incivility and turnover intention. Design/methodology/approach Tourist hotel chefs were invited to participate in this study using purposive sampling, and a structured questionnaire was administered to carry out the investigation on tourist hotel chefs. Findings The results show that workplace incivility has negative effects on job satisfaction and casts positive effects on turnover intention through job satisfaction. Emotional intelligence has a significant moderating effect on the relationship between workplace incivility and job satisfaction. Originality/value This study firstly demonstrated the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, the moderating effect of emotional intelligence on the relationship between workplace incivility and job satisfaction was also validated.

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Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy

Sustainability ◽

10.3390/su10082610 ◽

2018 ◽

Vol 10 (8) ◽

pp. 2610 ◽

Cited By ~ 17

Author(s):

Uju Alola ◽

Turgay Avci ◽

Ali Ozturen

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Self Efficacy ◽

Tourism Industry ◽

Organizational Sustainability ◽

Negative Effects ◽

Organizational Continuity ◽

Key Variables ◽

Convenience Sampling ◽

The Relationship

The hotel business is globally acknowledged to significantly contribute to the tourism industry. Over time, supervisor’s incivility continues to be a serious issue where cases of the uncivil act are known to be costly to the organization and creating negative effects on employees’ health and organizational continuity. Human capital has also been highlighted as one of the key variables to organizational sustainability. Using convenience sampling method, this study adopted a total of 329 respondents’ perception to test the study variables. The effect of supervisor’s incivility was assessed against employee’s self-efficacy, turnover intention, emotional exhaustion, and job satisfaction. The study employed data gathered from four and five stars hotels in Nigeria using Analysis of a moment structures (IBM AMOS) software to analyze the hypothesized relationships. Empirical evidence shows that self-efficacy mediates the relationship between supervisor incivility, turnover intention, and job satisfaction. The results show that evidence of supervisor’s incivility negatively affects hotel employee.

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Cultural intelligence as a predictor of expatriate managers turnover intention and creative self-efficacy

International Journal of Organizational Analysis ◽

10.1108/ijoa-10-2019-1904 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Hanan AlMazrouei ◽

Robert Zacca

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Self Efficacy ◽

Cultural Intelligence ◽

Content Type ◽

National Organizations ◽

Expatriate Manager ◽

Expatriate Managers ◽

Creative Self ◽

The Relationship

Purpose The purpose of the study is to investigate the relationship between cultural intelligence (CQ) and job satisfaction and its effect on creative self-efficacy and turnover intention within the expatriate manager community of the UAE. Design/methodology/approach The study proposes a theoretical model that was tested using a survey instrument administered to expatriate managers working in multi-national organizations in Dubai’s Jabal Ali Free Trade Zone. Findings The results show that job satisfaction fully mediates the relationship between CQ and turnover intention. Furthermore, the results indicate that job satisfaction partially mediates the relationship between CQ and creative self-efficacy. Originality/value The study contributions to the literature on international business by examining how expatriate manager’s job satisfaction is affected by CQ and its effect on turnover intention and creative self-efficacy within the expatriate manager context, which is seldom investigated.

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