scholarly journals A study on the Relationships of Core-Self Evaluation, Work-Family Facilitation, Job Satisfaction and Turnover Intention

2011 ◽  
Vol 17 (4) ◽  
pp. 219-237 ◽  
Author(s):  
최현정
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Self Evaluation ◽  
Work Family ◽  
Core Self ◽  
Evaluation Work

Family-supportive organizational environment and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fatemeh Taheri
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Life ◽  
Organizational Environment ◽  
Staff Retention ◽  
Negative Consequences ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of work-family enrichment and job satisfaction.Design/methodology/approachBased on a sample of 300 employees, the bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the research hypotheses.FindingsThe results suggest that employees experiencing high levels of family-supportive organizational environment are likely to report lower intention to leave their profession by virtue of their higher levels of job satisfaction and work-life enrichment.Research limitations/implicationsThe study is limited to public organization and sample size. Further research is needed to make comparison between large/state-owned and small/private organizations.Practical implicationsIn the Iran context, work-family enrichment and job satisfaction are effective in reducing the employees' turnover intention. Organizations should show concerns for the employees' work-life enrichment and job satisfaction to reduce their turnover intention.Social implicationsTurnover is one of the problems of organizations in many countries throughout the world including Iran, which has negative consequences through increasing the cost of organizations. The results of this study suggest ways in which staff retention could be improved.Originality/valueThe present study contributes to supportive organizational environment literature by addressing the relationship between family-supportive organizational environment and employee-related outcomes. Given some commonalities between Iran and other developing countries, the findings might be of potential interest in comparative studies dealing with the employees' turnover issue.

scholarly journals Expanded job scope model and turnover intentions: A moderated mediation model of Core-Self Evaluation and job involvement

2021 ◽  
pp. 1473-1480 ◽  
Author(s):  
Rabia Mushtaq ◽  
Riffut Jabeen ◽  
Samina Begum ◽  
Abdul Zahid Khan ◽  
Tariq Iqbal Khan
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Job Involvement ◽  
Moderated Mediation ◽  
Job Design ◽  
Working Environment ◽  
Self Evaluation ◽  
High Level ◽  
Core Self ◽  
Scope Model

Existing study was conducted to make a combined examination of the mediating role of (a) Job involvement in linking expanded job scope model (EJSM) with turnover intentions and (b) investigate how the relationship among EJSM and turnover intention is conditional based on the level of Core Self-Evaluation (CSE) in employees.700 questionnaires were circulated among the employees of education and financial sector which yields 490 returns achieving a response rate of 70%. After initial data screening 420 complete responses were available for analyses. The results exhibit that Job involvement (JI) mediates the relationships between EJCM and turnover intentions. The results of the moderated mediation depict that JI mediates the relationships between job scope and high level of CSE in employees. The outcomes delivered valuable understandings for managers and consultants, especially to Human Resource professionals who are trying to facilitate the workforce in challenging working environment through improved job design. The businesses may encourage high level of employee involvement through redesigned job scope in presence of high order personality characteristics which helps to reduce turnover intentions. This paper contributed in the literature of job design in three different ways. First, existing research makes theoretical contribution by adding new dimension in existing JSM which is flexible work time. Second, it describes how dynamic work settings may refine employees’ abilities and behaviors. Third, the research deals with a unique view in research of job design by combining personality as a moderator (i.e., CSE).

scholarly journals Impact of Situational and Dispositional Factors on Work-Family Conflict and Job Satisfaction: A Proposed Framework

2018 ◽  
Vol 56 ◽  
pp. 03001
Author(s):  
Rohani Salleh ◽  
Zurina Abu Bakar ◽  
Mumtaz Ali Memon
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Family Conflict ◽  
Situational Factors ◽  
Role Overload ◽  
Future Research ◽  
Work Family Conflict ◽  
Work Family ◽  
Dispositional Factors ◽  
Core Self

Job satisfaction has become an empirical attention as subject of inquiry in many fields. Past studies have revealed that employees with higher level of job satisfaction mostly enjoyed their job, had higher productivity and eventually contributed to generate profit for their organization. Despite its popularity, there is still lacking in determining what exactly drives employee satisfaction from the perspective of situational and dispositional factors. Moreover, the role of mediator in is also rather limited. The present paper proposes a conceptual model from the perspective of situational factors (role overload and role conflict) and dispositional factor (core self-evaluations) to understand the concept of job satisfaction. Specifically, it is suggested that when an employee experiences either role overload, role conflict or perceive with negative core self-evaluation, one of the consequence was increased level of work-family conflict. Ultimately, individuals who perceive higher level work-family conflict will experience less job satisfaction. Recommendations for future research are also discussed.

scholarly journals Predictors of Workplace Well-Being for Dual-Earner Couples During Covid-19 Pandemic

2021 ◽  
Vol 7 (1) ◽  
pp. 33
Author(s):  
Gisela Oktaria Efi ◽  
Endang Parahyanti
Keyword(s):  
Spousal Support ◽  
Well Being ◽  
Work And Family ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Self Evaluation ◽  
Dual Earner ◽  
Work Family ◽  
Core Self

The Covid-19 pandemic has changed the life order of entire community including employees from dual-earner families. Overlapping roles experienced can cause tension and trigger work-family conflicts that can impact workplace well-being. Previous studies had often focused on well-being in general and there was a lack of research related to well-being in dual earner couples during pandemic. This study investigated the predictor role of core self-evaluation and spousal support through mediating role of work family conflict (WFC) on workplace well-being. Based on the conservation of resources theory, we need to identify essential resource to fulfill workplace well-being. Data were collected from 200 employed Jakarta Metropolitan area (Jabodetabek) dual-earners who had at least one child below the age of 13. According to the mediation with two predictors analysis, the mediating effect of WFC can only predict the linkage between core self-evaluation and workplace well-being (β = 0.02, SE =0.02; 95% CI [0.005, 0.061]) but cannot predict the role of spousal support through WFC on workplace well-being (β = 0.00, SE =0.00; 95% CI [-0.002, 0.007]). This finding explained the importance of self-evaluation during pandemic to enhance workplace well-being and buffered negative effect of work and family related burdens.

scholarly journals The Influence Of Personal Factors On Workers Turnover Intention In Work Organizations In South-West Nigeria

2010 ◽  
Vol 5 (4) ◽  
Author(s):  
Elsie Omolara Babajide
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Family Life ◽  
Turnover Intention ◽  
General Health ◽  
Sampling Technique ◽  
Personal Factors ◽  
Work Organizations ◽  
South West ◽  
Work Family

This study investigated the influence of personal factors on workers’ turnover intention in work organizations in South-West Nigeria. This was for the purpose of ascertaining the relevance of personal variables to turnover intention assessment among industrial workers in Nigeria. The descriptive survey design was adopted for the study. A total of 725 respondents were selected using stratified sampling technique. A set of self developed structured questionnaire titled Personal Factors and Workers’ Turnover Intention Scale (PFWTIS) with reliability co-efficient of 0.84 was used for data collection. Multiple Regression Analysis and t-test statistics were used for data analysis at 0.05 alpha levels. The findings revealed that: Personal factors (work-family life, commitment, job satisfaction and general health) significantly influenced workers’ turnover intention F (4, 720) = 0.570; P<0.05). Findings revealed that the order of causation in descending order of magnitude: Job satisfaction (Beta = 0.345, P<.0.05); work-family life (Beta = 0.205; P<0.05), general health (Beta = 0.213; P<0.05) and commitment, (Beta = 0.145; P<0.05). Based on these findings, it was recommended that for retention of workers to be made possible, motivational incentives that could foster workers` job satisfaction and commitment should be provided at equitable measure of reward system to be commensurate with workers` job performance. Also, organizational support system that could promote workers` good health and reduction of occupational hazards should be provided for all levels of workers in order to achieve workers retention.

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.

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