Impact of Compensation Packages on Turnover Intentions with mediating effect of Organizational Culture

This study aims to determine and examine impact of Compensation Packages on employee’s turnover intentions with mediating effect of organizational culture. It has utilized a quantitative survey through the use of a questionnaire to empirically test the impact of the Compensation Packages on turnover intentions of employees with mediating effect of organizational culture. A total of 300 questionnaires were distributed and results were evaluated through primary and secondary data.The research finding reflects that the Compensation Packages are vital to reduce the employee turnover intentions at workplace. This research has identified the mechanism through which a favorable Compensation Packages system can be justified for employees so as to avoid high rates of turnover. The results clearly show that, with reference to Pakistan’s banking sector, organizational culture has a very significant relationship with Compensation Packages, as well as an employees’ intention to quit.

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The Impact of Perceptions of Training on Employee Commitment and Turnover Intention: Evidence from Pakistan

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v3i1.2924 ◽

2013 ◽

Vol 3 (1) ◽

pp. 74 ◽

Cited By ~ 11

Author(s):

Muhammad Ashar ◽

Mudasar Ghafoor ◽

Easha Munir ◽

Sadia Hafeez

Keyword(s):

Organizational Performance ◽

Turnover Intention ◽

Employee Turnover ◽

Affective Commitment ◽

Banking Sector ◽

Turnover Intentions ◽

Business Environment ◽

Significant Positive Association ◽

Relationship Of ◽

The Impact

To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. The objective of our study is to investigate relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. Later on we investigate relationship of affective commitment with employee turnover intentions. For this purpose questionnaire were considered as a tool to get responses from telecom and banking sector of Pakistan. Total 150 questionnaires were distributed and 123 useful questionnaires were received at a response rate of 82%. Statistical tools that used to analyze the relationships were Pearson moment quotient and linear regression. The result shows significant positive association of both training perceptions with affective commitment. The finding also shows significant negative association of affective commitment with employee turnover intention. This study helps managers to understand training-attitude-organizational performance relationship. Key Words: Training Perceptions, Affective Commitment, Turnover Intention, HR Practices

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Impact of Compensation Packages on Turnover Intentions with mediating effect of Organizational Culture

International Journal of Management Excellence ◽

10.17722/ijme.v11i2.459 ◽

2018 ◽

Vol 11 (2) ◽

pp. 1559

Author(s):

Rataba Rana ◽

Muhammad Shaukat Malik

Keyword(s):

Organizational Culture ◽

Turnover Intentions ◽

Mediating Effect ◽

Compensation Packages

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Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

International Journal of Learning and Development ◽

10.5296/ijld.v5i4.8734 ◽

2015 ◽

Vol 5 (4) ◽

Cited By ~ 2

Author(s):

Kashifa Yasmin ◽

Prof. Dr. Najib Ahmad Marzuki

Keyword(s):

Organizational Commitment ◽

Structural Equation ◽

Turnover Intentions ◽

Psychiatric Hospitals ◽

Developed Countries ◽

Intention To Quit ◽

Equation Modeling ◽

Cross Sectional ◽

The Government ◽

The Impact

Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse’s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse’s intention to quit. So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee’s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.

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Does Financial Performance Matter? Evidence on the Impact of Liquidity and Firm Size on Stock Return in Indonesia

International Journal of Financial Research ◽

10.5430/ijfr.v11n4p546 ◽

2020 ◽

Vol 11 (4) ◽

pp. 546

Author(s):

Mochammad Chabachib ◽

Ike Setyaningrum ◽

Hersugondo Hersugondo ◽

Intan Shaferi ◽

Imang Dapit Pamungkas

Keyword(s):

Stock Returns ◽

Firm Size ◽

Significant Relationship ◽

Stock Return ◽

Stock Exchange ◽

Mediating Effect ◽

Return On Equity ◽

Stock Investment ◽

Equity Ratio ◽

The Impact

In the modern era, stock investment can attract domestic investors or foreign investors. The objective is to invest their funds at the capital market that expect higher stock returns. The study aims to analyze factors that can affect stock returns and know the mediating effect of return on equity. The object of this research is the property and real estate sector that is listed on the Indonesia Stock Exchange from 2013 to 2018. This research used debt to equity ratio, current ratio, total asset turnover, firm size as independent variables and stock returns as dependent variables. Path analysis is used as reseach method tools with SMART PLS.The result says that debt to equity ratio and return on equity has a positive significant relationship with stock return, meanwhile firm size has a significant negative significant relationship with stock returns. Furthermore, return on equity can mediate the relationship between debt and equity ratios to stock returns.

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A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v24i1.75-102 ◽

2011 ◽

Vol 24 (1) ◽

pp. 75-102

Author(s):

Junho Lee ◽

Jihwan Park

Keyword(s):

Job Satisfaction ◽

Turnover Intentions ◽

Mediating Effect ◽

Task Conflict ◽

Mediating Effects ◽

Intragroup Conflict ◽

Chinese Workers ◽

The Impact ◽

The Relationship ◽

And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

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Job Satisfaction and Organizational Commitment: Valid Predictors of Turnover Intentions

Review of Economics and Development Studies ◽

10.47067/reads.v6i4.292 ◽

2020 ◽

Vol 6 (4) ◽

pp. 931-939

Author(s):

Uzma Ashiq ◽

Nargis Abbas ◽

Syed Salman Hassan ◽

Usman Riaz Mir

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Banking Sector ◽

Turnover Intentions ◽

Economic Condition ◽

Critical Issue ◽

Influential Factors ◽

Conventional Banks ◽

The Impact ◽

Survey Questionnaires

Human resource capital is the most strategic part of any organization. Retention of human resources is a critical issue these days. Keeping in view the importance of human capital and its retention, present study aimed to explore the impact of two strong predictors, job satisfaction and organizational commitment, on turnover intentions of employees in banking sector of Pakistan. 250 Survey questionnaires are distributed in Islamic and Conventional banks to elicit responses of professionals among which 207 questionnaires are returned and used for analysis. Findings reveal surprisingly contradictory results from previous studies. Job Satisfaction and organizational commitment are having very negligible impact on turnover intentions. Although employees are not much satisfied as well as committed with the organization but still they have minimal intention towards leaving the organization. Results indicated that turnover intentions of employees in banking sector of Pakistan depend on various other factors. Results are surprising but the paradox can be understood by keeping in view few demographics of respondents as well as the economic condition of the country. The study has significant decision-making implications for banks and called for an urgently inquiry about those influential factors that largely affect the turnover intentions of their employees. In addition, banks also need to apply measures to enhance the job satisfaction and organizational commitment as empirical results indicate very less satisfaction and commitment of employees.

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Intellectual capital, organizational culture and ambidexterity in Colombian firms

Journal of Intellectual Capital ◽

10.1108/jic-08-2020-0286 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Esteban López-Zapata ◽

Armando De Jesús Ramírez-Gómez

Keyword(s):

Organizational Culture ◽

Latin American ◽

Intellectual Capital ◽

Structural Equation Models ◽

Least Squares Method ◽

Mediating Effect ◽

Organizational Ambidexterity ◽

Content Type ◽

Market Culture ◽

The Impact

PurposeThis study analyzes the impact of intellectual capital on organizational ambidexterity by evaluating the mediating effect of the different types of organizational cultures (adhocracy, clan, market and hierarchy) on the said relationship.Design/methodology/approachFrom a sample of 124 directors of Colombian firms, the information is analyzed using Structural Equation Models through the Partial Least Squares method (SEM-PLS).FindingsThe results show that intellectual capital has a positive relationship with organizational ambidexterity and that market culture presents a positive mediating effect in the said relationship, while the mediating effects of adhocracy culture, clan culture and hierarchy culture are not significant.Practical implicationsDirectors can favor the development of organizational ambidexterity by investing in the intellectual capital of their firms and by promoting the development of market culture attributes.Originality/valueThis work contributes empirical evidence on the mediating role of organizational culture in the relationship between intellectual capital and ambidexterity, highlighting the importance of market culture over other types of culture for the simultaneous development of exploration and exploitation capabilities, in the context of an emerging Latin American economy such as Colombia.

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The mediating effect of job satisfaction on the relationship between organizational culture and knowledge management in Jordanian banking sector

Benchmarking An International Journal ◽

10.1108/bij-06-2016-0081 ◽

2018 ◽

Vol 25 (2) ◽

pp. 517-544 ◽

Cited By ~ 6

Author(s):

Bayan M. Al-Abdullat ◽

Amr Dababneh

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Knowledge Management ◽

Customer Service ◽

Banking Sector ◽

Statistical Tests ◽

Management Style ◽

Mediating Effect ◽

Content Type ◽

The Relationship

Purpose The purpose of this paper is to examine the positive effect of organizational culture on knowledge management (KM) by clarifying the mediating effect of job satisfaction on the banking sector in Jordan. The study was conducted on Jordanian banks to develop the organizational culture concept to be reflected in the bank activities. The population of this study consists of junior and senior customer service and administrative employees working at Jordanian banks in Jordan. Design/methodology/approach The sample of this research is purposive one because the research cannot get a list containing names of customer service employees for privacy reasons. Various statistical tests were employed to test the research hypotheses. The study utilized two statistical packages – Statistical Package for Social Sciences (SPSS) and SPSS-AMOS – for analyzing the data. Findings The development of organizational culture at banks in Jordan is still not stable and efficient. This may be affected by the management style and teamwork spirit in Jordan and other factors related to bank culture and how it will be reflected in customer service. The creation and application of KM at banks in Jordan is still modest. Knowledge is mainly shared internally within the bank with little efforts dedicated to soliciting knowledge from the external environment including customers. The job satisfaction at banks in Jordan is still modest. Originality/value The purpose of this study is to investigate how the organizational culture can improve job satisfaction for efficient work knowledge. The relationship between organizational culture and KM of organizational members is developed and analyzed herein by proposing a mediating role of job satisfaction. Few research papers have focused on job satisfaction and its mechanism contributing to individual effectiveness in the Jordanian market, and many ignored the benefits of KM and value of culture in many sectors.

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