An assessment of contribution of employee engagement, psychological contract and psychological empowerment towards turnover intentions of IT employees

2019 ◽  
Vol 5 (1) ◽  
pp. 22
Author(s):  
S. Sandhya ◽  
M.M. Sulphey
Keyword(s):  
Employee Engagement ◽  
Psychological Contract ◽  
Turnover Intentions ◽  
Psychological Empowerment ◽  
It Employees

Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sandhya S ◽  
Sulphey M M
Keyword(s):  
Employee Engagement ◽  
Psychological Contract ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychological Empowerment ◽  
Voluntary Turnover ◽  
Partial Least Square ◽  
Least Square ◽  
Cross Sectional ◽  
Content Type

PurposeThe purpose of the study is to explore the influence of psychological empowerment, psychological contract and employee engagement on voluntary turnover intentions of employees in theinformation technology (IT) industry.Design/methodology/approachThe study used a cross-sectional, quantitative research design. The analysis for the study is based on a sample of 392 Indian IT professionals. Partial least square–structural equation modelling (PLS-SEM) was used to analyse the data.FindingsThis study has identified a significant relationship between turnover intentions, employee engagement, psychological contract and psychological empowerment. The findings of the study are that there exists significant positive influence of psychological contract and psychological empowerment on employee engagement. Employee engagement, in turn, has the capability to influence intention to leave the organization.Originality/valueThere is heightened awareness among industry leaders about the need to retain top performers. However, organizations are found to repeatedly fail in this regard. The study has succeeded in empirically establishing the complex relationship between empowerment, psychological contract, employee engagement and turnover intentions. The findings of the study are significant and have practical implications. It can be put to use by progressive managements in devising strategies to reduce turnover intentions.

Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

The individualism of motivation

2019 ◽  
Vol 18 (3) ◽  
pp. 96-103
Author(s):  
Andrew Mayo
Keyword(s):  
Employee Engagement ◽  
Psychological Contract ◽  
Extrinsic Motivation ◽  
Well Being ◽  
Human Condition ◽  
Goal Theory ◽  
Content Type ◽  
External Stimulation ◽  
Writing Models ◽  
Practical Implications

Purpose The purpose of this paper is to examine the components that drive employee engagement and show how important it is to understand the individualism of motivation as against generic assumptions. Design/methodology/approach This paper defines employee engagement and takes four drivers that influence it in turn. These are analysed and discussed, particularly as to the individualistic elements of them. Two approaches to understanding individual goals and priorities are illustrated. Findings There are four drivers of engagement, namely, the absence of dissatisfaction or irritation factors, intrinsic motivation (inner driven) and extrinsic motivation (external stimulation) and personal well-being. Each of these have highly individualistic elements, and models based on a generic human condition do not work effectively. Two instruments for understanding this individualism are illustrated, one based on goal theory and another based on the psychological contract. Practical implications Many motivational efforts fail because of an assumed commonality in what motivates people. The reality is that different personalities and different personal goals and values require individual approaches. Successful engagement demands that leader/managers make it a priority to understand each one of their people in these terms. Originality/value This paper is based mostly on the writing, models and experience of the author.

scholarly journals How transformational leadership, psychological contract violation, empowerment and affective commitment influence employee’s intention to quit an organisation

2021 ◽  
Vol 52 (1) ◽  
Author(s):  
Olorunjuwon M. Samuel ◽  
Amos S. Engelbrecht
Keyword(s):  
Transformational Leadership ◽  
Conceptual Model ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Partial Least Square ◽  
Least Square ◽  
Intention To Quit ◽  
Psychological Contract Violation ◽  
Contract Violation

Purpose: The first aim of this article is to assess the influence of transformational leadership and some selected psychological constructs on employee’s intention to quit an organisation. The second aim is to develop and validate a conceptual model that depicts the linear relationships amongst the constructs of this study (i.e. transformational leadership, psychological contract violation, psychological empowerment, affective commitment and intention to quit).Design/methodology/approach: The article employs correlational research method using quantitative research strategy. Structural equation modelling (SEM) was adopted in analysing data collected from 232 conveniently sampled respondents from various organisations in South Africa. The partial least square based SEM methodology was used to test the relationships amongst the various constructs of the study.Findings/results: Transformational leadership showed indirect influence on intention to quit through psychological contract violation, psychological empowerment and affective organisational commitment.Practical implications: The conceptual model of this study provides a useful psychological framework that guide organisations in the formulation and implementation of retention policies and practices. Further, it is imperative for organisations to encourage the adoption of transformational leadership at all levels of management. This is in consideration of the significant influences that this leadership behaviour exerts on individual employee’s intention to quit an organisation.Originality/value: An extensive search of instant literature did not produce evidence of an existing literature regarding the relationship between transformational leadership and psychological contract violation as we found in this article. This is a theoretical contribution to the field of organisation psychology. Furthermore, the article developed a unique and a empirically validated model that explained the direction and strength of relationships amongst selected antecedents of intention to quit. This practical contribution provides managers with both pragmatic insights and theoretical framework in formulating an effective retention strategy for their organisations.

Workplace bullying and turnover intentions of nurses: the multi-theoretic perspective of underlying mechanisms in higher-order moderated-serial-mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Faqir Sajjad Ul Hassan ◽  
Malik Ikramullah ◽  
Muhammad Zahid Iqbal
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Workplace Bullying ◽  
Turnover Intentions ◽  
Theoretical Perspective ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
District Hospitals ◽  
Serial Mediation

PurposeThis study examines the relationship between workplace bullying (WPB) and the turnover intentions (TIs) of nurses, both directly and indirectly, i.e. through serial mediation of psychological contract violation (PCV) and poor employee wellbeing (EWB). And that with the moderating effect of servant leadership (SL) on its final path to TIs of nurses.Design/methodology/approachA total of 285 nurses voluntarily participated in the survey through convenient sampling from 13 different district hospitals. The authors performed partial least squares structural equation modeling (PLS-SEM) to test the study's measurement and structural models.FindingsOverall, results indicated 62% prevalence rate of WPB and TIs of nurses had 67% variance explained by the exogenous factors. Workplace bullying was found to have direct as well as indirect relationship with TIs of nurses. For the latter, PCV and poor EWB were found to have partially mediated, both singly and serially. The moderating effect of SL on the serial mediation pathway was negative and significant.Originality/valueDrawing on a tripartite theoretical perspective, this study illuminates the mechanism underlying WPB-TIs relationship with an advanced multivariate statistical technique in the nursing work setting in a developing country.

Sign in / Sign up

Export Citation Format

Share Document