A Study on the Moderating Effect of Organizational Support of the Relationship between Praise and Career Commitment of Korea Hotel Employees

2019 ◽  
Vol 23 (2) ◽  
pp. 515-538
Author(s):  
Xiaogang Liu ◽  
◽  
Tengrong Dai ◽  
Yang Yu ◽  
Mengyao Zhang
Keyword(s):  
Organizational Support ◽  
Career Commitment ◽  
Moderating Effect ◽  
Hotel Employees ◽  
The Relationship

scholarly journals Relationship between employability and turnover intention: The moderating effects of organizational support and career orientation

2019 ◽  
Vol 26 (2) ◽  
pp. 241-262 ◽  
Author(s):  
Yevhen Baranchenko ◽  
Yizhong Xie ◽  
Zhibin Lin ◽  
Marco Chi Keung Lau ◽  
Jie Ma
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Questionnaire Survey ◽  
Perceived Organizational Support ◽  
Moderating Effect ◽  
Career Orientation ◽  
Strong Impact ◽  
Moderating Effects ◽  
The Impact ◽  
The Relationship

AbstractThis study examines the impact of employability on turnover intention by differentiating internal and external employability, and considering the possible moderating roles of perceived organizational support (POS) and career orientation. Using a sample of 411 responses to a two-wave questionnaire survey generated from six cities in China, we find that external employability positively influenced turnover intention, but internal employability negatively influenced turnover intention. The results also indicate that POS had a positive moderating effect only on the relationship between external employability and turnover intention. Furthermore, for employees with disengaged career orientation, external employability exerts a strong impact on turnover intention. This study adds to the limited research empirically linking employability and turnover intention, whereas the findings can be used by HRM practitioners to factor in organizational support and career orientation initiatives that improve the retention of employees with high external employability.

Fair? I Don’t Care: Examining the Moderating Effect of Workplace Cynicism on the Relationship Between Interactional Fairness and Perceptions of Organizational Support From a Social Exchange Perspective

2016 ◽  
Vol 24 (3) ◽  
pp. 401-413 ◽  
Author(s):  
Brian J. Collins
Keyword(s):  
Field Study ◽  
Social Exchange ◽  
Organizational Support ◽  
Moderating Effect ◽  
Future Research ◽  
Full Time ◽  
Positive Direct ◽  
The Relationship ◽  
Positive Effect ◽  
Practical Implications

This article examines how workplace cynicism moderates the relationship between interactional fairness and perceptions of organizational support (POS). Using a sample of full-time employees, I found a positive, direct effect between interactional fairness and POS. Furthermore, the moderating effect suggests the relation between interactional fairness and POS was stronger for less cynical employees. Incorporating a social exchange framework, this article discusses how the typically positive effect of interactional fairness is lost on cynical employees. This result was confirmed using a controlled scenario-based protocol, which replicated the results of the field study. Practical implications and directions for future research are discussed.

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