Perceived Organizational Support, Psychological Empowerment and Intention to Stay among Staff Nurses at a Selected Hospital

2017 ◽  
Vol 7 (3) ◽  
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Staff Nurses ◽  
Intention To Stay

scholarly journals Impact of Emotional Needs on Intention to Stay and the Mediating Role of Perceived Organizational Support.an Empirical Study of Gen Y Employees’ in the Banking Sector in Malaysia

2019 ◽  
Vol 8 (2S9) ◽  
pp. 86-94
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Positive Impact ◽  
Survey Method ◽  
Emotional Needs ◽  
Intention To Stay ◽  
Gen Y ◽  
Mediating Role

It is anticipated that over the next 10 years, the banking sector would require a workforce of about 200,000. Gen Y employees makes up about 40% of the current workforce in Malaysia. This number is expected to increase to 75% within a relatively short span of time. The present study examined the influence of emotional needs of Gen Y employees towards intention to stay and the mediating role of perceived organizational support. This was a quantitative research that used a survey method. Data was collected from a sample of 470 Gen Y employees in the banking sector in Malaysia. The findings revealed that emotional needs had a significant impact on intention to stay. Perceived organizational support was found to mediate the relationship between the two. The findings have significantly contributed to the advancement of knowledge in the emotional needs and intention to stay of Gen Y employees in the banking sector. The significant and positive impact of emotional needs and perceived organizational support suggests the importance of these factors in retention of Gen Y employees. The paper's primary contribution is that it provides an understanding that emotional needs and the mediating role of perceived organizational support have an impact on improving the intention to stay of Gen Y employees in the banking sector in Malaysia. From the practical implications perspective, organizations need to implement policies and procedures to help lessen employees quitting intentions. The results of this study suggest that organizations can implement policies covering the employee emotional needs and employees’ perception that their work and contributions are valued. With current trends of globalizations and diversity, the finding of this study can be beneficial to improve retention of Gen Y employees in other countries

Perceived Organizational Support and Psychological Empowerment

2020 ◽  
Vol 62 (7) ◽  
pp. 526-531
Author(s):  
Gaëtane Caesens ◽  
Pierre Bouchat ◽  
Florence Stinglhamber
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment

Perceived organizational support and self-leadership: Role of psychological empowerment

2019 ◽  
Vol 2019 (1) ◽  
pp. 19246
Author(s):  
Sanjay Kumar Singh ◽  
Abdul-Nasser El-Kassar ◽  
Elissar Abdul Khalek
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Leadership Role

scholarly journals The Effect of Experienced High-Performance Work System and Perceived Organizational Support on Perceived Workload Through Psychological Empowerment and Job Demands

2021 ◽  
Vol 6 (1) ◽  
pp. 37
Author(s):  
Heldy Theresia Simanjuntak
Keyword(s):  
Employee Engagement ◽  
Organizational Support ◽  
Structural Equation ◽  
High Performance ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Job Demands ◽  
Integrative Model ◽  
Time Data ◽  
Perceived Workload

<p><em>Discussion of the integrative model of high-performance work systems experienced by employees (experienced HPWS) and the perceived organizational support simultaneously test for positive and negative effects on perceived workload (PW). A recent study shows the situation that occurs in the company where employees feel burdened by the workload they have and do not get additional compensation for the excess work they do. As a company, Bayer Indonesia regularly conducts surveys to assess several aspects, including employee engagement. Based on the 2020’s employee survey result, employees perceive their current workload to be relatively high, which is evaluates as a result of processes, policies, and systems that occur in the company. This research is using Job Demands (JD) and Psychological Empowerment (PE) as a mediating. This research is an empirical study using quantitative data using a one-time data collection from survey to 200 employees. Data analysis using Structural Equation Model (SEM) -AMOS 22 software. The research has expected to provide insights to the respective company to evaluate existing policies and consider making programs that improve engagement and performance. In addition to these objectives, this study's results can add references for other researchers who want to do similar research or its modifications.<br /><br /></em></p>

scholarly journals Influence Of Emotional And Spiritual Intelligence Towards Intention To Stay By Generation Y Employees In The Information And Communication Technology Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

2019 ◽  
Vol 8 (5C) ◽  
pp. 954-961
Keyword(s):  
Emotional Intelligence ◽  
Generation Y ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Outcomes ◽  
Spiritual Intelligence ◽  
Attrition Rate ◽  
Intention To Stay ◽  
Gen Y

The digital industry in Malaysia employs an estimated 355,000 employees and the average attrition rate was 17% in 2017. The Millennials or the Generation Y were born in between 1980 to 1993 that would formulate 75% of the labor force by 2025. However, Gen Y workforce are hard to maintain as they are primarily concerned on temporary job prospects and immediate outcomes. Gen Y employees contribute to greater level of turnover rate and retaining them is a significant challenge for the organizations. This paper presents a review of the intention to stay by Gen Y employees in Malaysia. This study will answer three questions. Firstly, this study will examine the concept of emotional intelligence used to retain Gen Y employees. The next question is to what extend does spiritual intelligence influence Gen Y intention to stay. The last question is whether perceived organizational support (POS) mediates the relationship between the constructs. The study aims to accentuate the key role of emotional and spiritual intelligence towards retaining Gen Y employees. A literature review on relationships between emotional intelligence, spiritual intelligence and intention to stay was examined. The examination concluded that higher level of emotional intelligence and spiritual intelligence are positive predictors of intention to stay. This study revealed that POS has both direct and indirect relationships between several organizational outcomes. There is a rareness of studies in the background of the role of emotional and spiritual intelligence and perceived organizational support of Gen Y employees. With the anticipated increase of Gen Y employees, this study will establish a better understanding and knowledge about Gen Y and offer them accurate tools to cooperate and manifest the accurate solutions. The findings are expected to present new insights in the manner of how Gen Y employees’ emotional and spiritual intelligence can contribute towards their intention to stay longer

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