scholarly journals Service Quality Perception of Customers – a Study of Toyota Motors in India

2018 ◽  
Vol 9 (2) ◽  
pp. 311-323 ◽  
Author(s):  
Hasnan Baber
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Attrition Rate ◽  
Retail Sector ◽  
Policy Makers ◽  
Self Evaluation ◽  
Retail Organizations ◽  
Core Self ◽  
The Relationship ◽  
Moderating Role

Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

scholarly journals Impact of Core-self Evaluation and Job Satisfaction on Turnover Intentions: a Study of Indian Retail Sector

2018 ◽  
Vol 9 (2) ◽  
pp. 292-310 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Attrition Rate ◽  
Retail Sector ◽  
Policy Makers ◽  
Self Evaluation ◽  
Retail Organizations ◽  
Core Self ◽  
The Relationship ◽  
Moderating Role

Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

scholarly journals Employee Job Satisfaction at Organized Retails - An Analysis

2020 ◽  
Vol 7 (4) ◽  
pp. 36-43
Author(s):  
K Sumathi ◽  
Rina Khanum ◽  
G K Supriya
Keyword(s):  
Job Satisfaction ◽  
Service Sector ◽  
Retail Sector ◽  
Demographic Profile ◽  
Employee Job Satisfaction ◽  
Level Of Satisfaction ◽  
Retail Organizations ◽  
The Relationship ◽  
Policies And Practices

Employee job satisfaction is speaking about the happiness of employees towards their job. In the present competitive business scenario, the organizations are considered as a major strategy to attract and retain the employees. However, employee job satisfaction is very important to the service sector industry like organized retails, as the employees are regularly in touch with the customers. Moreover, many of the factors affect employee job satisfaction. Therefore the present study is an attempt to analyze policies and practices framed by the organized retail organizations to make their employees satisfied and the level of satisfaction of employees regarding those policies and practices. Also, the study exhibits the relationship between the demographic profile and job satisfaction of employees in the retail sector in the study area.

scholarly journals Effect of Perceived Organizational Politics and Core Self Evaluation on Job Satisfaction

2014 ◽  
Vol 6 (3) ◽  
pp. 146-155
Author(s):  
Mehwish Javed ◽  
Inamul Haq . ◽  
Milha Shabir .
Keyword(s):  
Job Satisfaction ◽  
Health Sector ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Self Evaluation ◽  
Significant Negative Relationship ◽  
Perception Of Organizational Politics ◽  
Relationship Of ◽  
Core Self ◽  
The Relationship

Many studies explore the effect of perception of organizational politics on job satisfaction but a very few investigate for the factors that are salient to this relationship. Perceptions of politics have been considered to be a source of stress at workplace which has detrimental consequences on the desired outcomes. Current study aims to explore the effects of perception of organizational politics (POP) and core self-evaluation (CSE) on employee job satisfaction. The present research also examines core self-evaluation as a moderator in the relationship between perception of organizational politics and job satisfaction. With a sample size of 100 respondents drawn from the health sector of 3rd largest city of Pakistan, named Faisalabad, the current study tested the main effects of POP and CSE on job satisfaction by using a self-administered survey having a total of 30 items. For analyzing the data, SPSS was used. As hypothesized, results show that perceived organizational politics had a significant negative relationship with job satisfaction but the results for CSE were not significant. Furthermore, CSE moderated the relationship of POP and job satisfaction, such that the negative relationship between perception of organizational politics and job satisfaction was weaker when core self-evaluation was high.

Work role stressors and employee outcomes

2016 ◽  
Vol 24 (3) ◽  
pp. 390-414 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Content Type ◽  
Role Stressors ◽  
Subjective Fit ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of the present study was to explore the direct effects of work role stressors and subjective fit perceptions on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of person-organization (P-O) fit, demands-abilities (D-A) fit and needs supplies (N-S) fit in the relationship between work role stressors and the aforementioned employee outcomes. Design/methodology/approach The study was conducted using structured questionnaires for measuring the aforementioned variables. The sample of the study was 317 professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Findings Hierarchical multiple regression showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. Subjective fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high subjective fit in the prediction of job satisfaction, OCB and turnover intentions. Research limitations/implications This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study highlight the importance of the concept of subjective fit for the managers and the employees to help them in coping up with the demands of the job. They provide support for the fact that matching employees to their organization and job can help in the mitigation of employees’ stress, resulting in positive employee outcomes, hence benefiting the organization in the long run. Originality/value The study is the first of its kind to investigate the moderating role of P-O fit, D-A fit and N-S perceptions in the relationship between work role stressors and employee outcomes, especially in the Indian context.

Revisiting the Relationship Between Work Role Stress and Employee Outcomes in Indian Organizations: Moderating Role of Core Self-evaluation

2019 ◽  
Vol 21 (1) ◽  
pp. 219-240
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Role Stress ◽  
Work Role ◽  
Employee Outcomes ◽  
Negative Effects ◽  
Stress Buffering ◽  
Role Stressors ◽  
Self Evaluation ◽  
Core Self

The present research was aimed at exploring the effect of work role stressors and core self-evaluation (CSE) on important employee outcomes of job satisfaction, organizational citizenship behaviour (OCB) and turnover intentions. Another important objective of this study was to investigate whether CSE acts as a moderator in the above-mentioned relationship between work role stressors and employee outcomes. The sample of the study was 347 professionals from 5 sectors. The results of the hierarchical multiple regression revealed that work role stress was negatively related to both job satisfaction and OCB but positively related to turnover intentions. Further, CSE was found to be positively related to job satisfaction and OCB but negatively related to turnover intentions. The support was also found for the stress buffering effect of CSE in the prediction of job satisfaction and turnover intentions. The result of the present research finds support for the job demands-resources (JD-R) model and contributes to the existing literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be alleviated by personal resources which act as a buffer to weaken this effect. The results of the study highlight the importance of selecting the employees with high CSE, especially for the demanding jobs.

Core self‐evaluations: a review of the trait and its role in job satisfaction and job performance

2003 ◽  
Vol 17 (1_suppl) ◽  
pp. S5-S18 ◽  
Author(s):  
Joyce E. Bono ◽  
Timothy A. Judge
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Empirical Relationship ◽  
Evaluation Research ◽  
Future Research ◽  
Big Five Personality ◽  
Evaluation Theory ◽  
Self Evaluation ◽  
Core Self ◽  
The Relationship

Over the past five years there has been a growing body of literature that examines the relationships among some of psychology's most studied traits (Neuroticism, self‐esteem, and locus of control). Core self‐evaluation theory posits a conceptual and empirical relationship between these traits and job satisfaction. After briefly reviewing core self‐evaluation theory, we examine the empirical evidence documenting a relationship between these traits and the two central criteria of interest to I/O psychologists—job satisfaction and job performance. We then examine the relationship between core self‐evaluation traits and the Big Five personality traits. We conclude with a discussion of the contributions and limitations of core self‐evaluation research and opportunities for future research. Copyright © 2003 John Wiley & Sons, Ltd.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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