THE ROLE OF ORGANIZATIONAL COMMITMENT MEDIATION ON THE EFFECT OF PERSON-ORGANIZATION FIT AND JOB SATISFACTION TO TURNOVER INTENTION

In an organization the role of human resources is a very important determining factor for the effectiveness and success of an organization in achieving its goals. But in reality, there are still many companies that use outsourching services. With the rise of the practice of outsourcing so far it is recognized to be more detrimental to workers because employment relations are always in the form of non-permanent or contractual contracts (fixed time contracts), lower wages, limited social security, lack of job security, and lack of career development guarantees. These factors make high turnover intention in PT XYZ. From every outsourching employee's complaints and based on data to the company, the authors indicate doubts about organizational commitment, job satisfaction, and work stress. The author uses questionnaires and interviews as a data collection tool and takes a sampling of the outsourching employee population. Then analyzed using the smartPLS application. The results showed that organizational commitment had a negative and significant effect on turnover intention, job satisfaction had a negative and significant effect on turnover intention and work stress had a positive and significant effect on the turnover intention of outsourcing employee in PT XYZ.

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Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Organizacija ◽

10.2478/orga-2019-0019 ◽

2019 ◽

Vol 52 (4) ◽

pp. 310-324

Author(s):

Abdulmajeed Saad Albalawi ◽

Shahnaz Naugton ◽

Malek Bakheet Elayan ◽

Mohammad Tahseen Sleimi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Support ◽

Turnover Intention ◽

Structural Equation ◽

Perceived Organizational Support ◽

Future Research ◽

Job Opportunities ◽

Job Opportunity

Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

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Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

Journal of Management Development ◽

10.1108/jmd-02-2017-0048 ◽

2017 ◽

Vol 36 (9) ◽

pp. 1137-1148 ◽

Cited By ~ 15

Author(s):

Taghrid S. Suifan ◽

Hannah Diab ◽

Ayman Bahjat Abdallah

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Justice ◽

Developing Country ◽

Turnover Intention ◽

Mediating Effect ◽

Content Type ◽

Mediating Role ◽

The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

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The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviance

International Journal of Conflict Management ◽

10.1108/ijcma-03-2020-0036 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Chanki Moon ◽

Catarina Morais ◽

Georgina Randsley de Moura ◽

Ayse K. Uskul

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Structure ◽

Turnover Intention ◽

Turnover Intentions ◽

Structure Study ◽

Workplace Deviance ◽

Content Type ◽

Deviant Behaviors

Purpose This study aims to examine the role of deviant status (lower vs higher rank) and organizational structure (vertical vs horizontal) on individuals’ responses to workplace deviance. Design/methodology/approach Two studies (N = 472) were designed to examine the role of deviant status and organizational structure in responses to workplace deviance. Study 1 (N = 272) manipulated deviant status and organizational structure. Study 2 (N = 200) also manipulated deviant status but focused on participants’ subjective evaluations of the organizational structure of their workplace. Findings Study 1 found that participants reported lower job satisfaction and organizational commitment, and higher turnover intentions when they imagined being confronted with deviant behaviors displayed by a manager (vs by a subordinate), regardless of the type of organizational structure. Study 2 extended this finding by showing that the indirect effect of organizational structure (vertical vs horizontal) on turnover intention via job satisfaction and organizational commitment was moderated by deviant status: when the deviant’s status was higher, working in a vertical (vs horizontal) organization was associated with decreased job satisfaction and commitment, which, in turn, was associated with a higher level of turnover intentions. Originality/value The findings broaden our understanding of how individuals respond to deviance at the workplace, by simultaneously considering the effects of organizational structure (vertical vs horizontal) and deviant status (upward vs downward directions of deviance).

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TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

Jurnal Aplikasi Manajemen ◽

10.21776/ub.jam.2021.019.02.05 ◽

2021 ◽

Vol 19 (2) ◽

pp. 282-295

Author(s):

Farida Titik Kristanti ◽

◽

Arif Partono Prasetio ◽

Dian Indiyati ◽

Putu Nina Madiawati ◽

...

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Affective Commitment ◽

Private Higher Education ◽

Affective Organizational Commitment ◽

Online Questionnaire ◽

The Government ◽

The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

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PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KOMITMEN ORGANISASIONAL KARYAWAN KONTRAK

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2019.v08.i06.p15 ◽

2019 ◽

Vol 8 (6) ◽

pp. 3700

Author(s):

Jimmy Susilo ◽

I Gusti Bagus Honor Satrya

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Mediating Role ◽

Employee Job Satisfaction ◽

Contract Employees ◽

Employee Turnover Intention ◽

Saturated Sample ◽

Sample Method

The purpose of this study was to determine the mediating role of organizational commitment variables on variable job satisfaction and turnover intention of contract employees at PT. Kharisma Duta Anggada. The population of this study was 187 people, with sampling using a saturated sample method. Methods of collecting data through questionnaires and interviews. Data obtained from the results of questionnaires were analyzed using path analysis and sobel test. The test results of getting job satisfaction have a positive and significant effect on organizational commitment, job satisfaction has a negative and significant effect on turnover intention, organizational commitment has a negative and significant effect on turnover intention, and job satisfaction has a negative and significant effect on turnover intention through mediating organizational commitment. The results of this study are expected to benefit employees of PT. Kharisma Duta Anggada and company leader. The company is expected to increase employee job satisfaction in order to increase employee commitment to the company so that the employee turnover intention level will be lower. Keywords : job satisfaction, organizational commitment, turnover intention

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The Impact of Perceived Organizational Politics on Work Attitudes

International Journal of Human Capital and Information Technology Professionals ◽

10.4018/ijhcitp.2014040101 ◽

2014 ◽

Vol 5 (2) ◽

pp. 1-13 ◽

Cited By ~ 1

Author(s):

Prerna Chhetri ◽

Nikhat Afshan ◽

Srabasti Chatterjee

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Turnover Intentions ◽

Negative Impact ◽

Organizational Politics ◽

Workplace Attitudes ◽

The Impact ◽

The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

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Person–Organization Fit, Work–Family Balance, and Work Attitude: The Moderated Mediating Effect of Supervisor Support

Social Behavior and Personality An International Journal ◽

10.2224/sbp.6915 ◽

2018 ◽

Vol 46 (6) ◽

pp. 995-1010 ◽

Cited By ~ 4

Author(s):

Peng Fan

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Supervisor Support ◽

Mediating Effect ◽

Work Attitude ◽

Family Balance ◽

Work Family Balance ◽

Work Family ◽

Person Organization Fit

I examined the mediating effect of work–family balance between person–organization fit and what are broadly viewed as the most important components of work attitude, that is, organizational commitment, job satisfaction, and turnover intention. I also investigated the moderated effect of supervisor support through this mediating process. I conducted a survey with 356 people employed in the information technology industry in China and found that work–family balance mediated the relationship between their organizational commitment and job satisfaction. I also found that supervisor support moderated the linkage of person–organization fit, work–family balance, organizational commitment, and job satisfaction. However, the effect of turnover intention was nonsignificant in both the mediating and the moderated mediating model. The implications of the findings in this study for future research are discussed.

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The relationships between job satisfaction dimensions, organizational commitment and turnover intention: the moderating role of ethical climate in travel agencies

Journal of Human Resources in Hospitality & Tourism ◽

10.1080/15332845.2020.1821425 ◽

2020 ◽

pp. 1-23

Author(s):

Lamiaa Hefny

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Ethical Climate ◽

Travel Agencies ◽

Moderating Role

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The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover

Journal of Management & Organization ◽

10.1017/jmo.2015.25 ◽

2015 ◽

Vol 22 (1) ◽

pp. 113-129 ◽

Cited By ~ 25

Author(s):

Cynthia Mathieu ◽

Bruno Fabi ◽

Richard Lacoursière ◽

Louis Raymond

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Turnover Intentions ◽

Leadership Behavior ◽

Well Being ◽

Supervisor Leadership ◽

Task Oriented ◽

Large Enterprises

AbstractFew studies have presented structural turnover models including both job satisfaction and organizational commitment measures. Recent research suggests that perceived supervisor leadership may contribute to employee well-being, job satisfaction and organizational commitment. This study proposes a structural turnover intention model including supervisory behavior (person-oriented and task-oriented dimensions), job satisfaction and organizational commitment. Furthermore, the study proposes to test whether this model fits in both small- and medium-sized enterprises and in large enterprises. The sample included 763 employees from different types of organizations who have completed a measure of their perception of their supervisor’s behavior and self-administrated measures of job satisfaction, organizational commitment and turnover intention. Results show that person-oriented leadership behavior affects turnover intentions through job satisfaction and organizational commitment more than task-oriented leadership behavior. Only organizational commitment had a direct effect in explaining turnover intention. Finally, results indicate that the model is applicable both in small- and medium-sized enterprises and large enterprises.

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