A study of the relationship of job burnout and job engagement on turnover intention of cabin crew members of low-cost airlines on job demands-resource models

We examined the relationships among psychological empowerment, emotional labor strategies, and job burnout of frontline hotel employees with reference to conservation of resources theory and the job demands–resources model. A sample of 414 employees from a Chinese chain hotel was recruited to take part in this study. There was a significant negative correlation between psychological empowerment and job burnout for these frontline hotel employees. Furthermore, the emotional labor strategies of deep acting and automatic regulation played partial mediating roles in the relationship between psychological empowerment and job burnout, which has implications for the development of intervention mechanisms and work practices for addressing burnout.

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The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

International Journal of Business and Management ◽

10.5539/ijbm.v11n12p83 ◽

2016 ◽

Vol 11 (12) ◽

pp. 83 ◽

Cited By ~ 3

Author(s):

Hakan Turgut ◽

Ismail Tokmak ◽

M. Fikret Ates

Keyword(s):

Job Satisfaction ◽

Emotional Labor ◽

Turnover Intention ◽

Leader Member Exchange ◽

Member Exchange ◽

Relationship Of ◽

The Relationship ◽

Emotional Dilemmas ◽

Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

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An integrated process model of communication satisfaction and organizational outcomes

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2009.37.6.825 ◽

2009 ◽

Vol 37 (6) ◽

pp. 825-834 ◽

Cited By ~ 19

Author(s):

Ming-Ten Tsai ◽

Shuang-Shii Chuang ◽

Wei-Ping Hsieh

Keyword(s):

Job Performance ◽

Turnover Intention ◽

Process Model ◽

Response Rate ◽

Organizational Outcomes ◽

Service Industries ◽

Communication Satisfaction ◽

Integrated Process ◽

Relationship Of ◽

The Relationship

The relationship of communication satisfaction to job performance and turnover intention among employees was examined. Most communication satisfaction research has been conducted in relation to job satisfaction. However, there is a growing interest in the relationships between communication satisfaction, job performance, and turnover intention. The population examined in this study were employed in the top 500 service industries in Taiwan. The sample consisted of 1,260 individuals. A total of 467 valid responses were collected for a usable response rate of 37.1%. The results suggest that employees' perceptions of a high communication satisfaction are positively associated with their job performance, and negatively related to turnover intention.

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Reducing Organizational Anomie In light of Entrepreneurial Behavior and Job Engagement/ Analytical Research in the Ministry of Industry and Minerals / General Company for Textile and Leather Industries / Cotton Factory

International Journal of Research in Social Sciences and Humanities ◽

10.37648/ijrssh.v11i03.008 ◽

2021 ◽

Vol 11 (3) ◽

Author(s):

Lamees Adnan Azeez ◽

Prof. Shiffa Mohamed Ali Hasson Al-Azzawi

Keyword(s):

Emotional Engagement ◽

Job Engagement ◽

Entrepreneurial Behavior ◽

Factory Workers ◽

Four Dimensions ◽

Organizational Cynicism ◽

Analytical Research ◽

Relationship Of ◽

The Relationship

The research aims to demonstrate the role of the main variables represented by the four dimensions of entrepreneurial behavior (creative, risk taking, seizing opportunities, proactivity), and job engagement, whose dimensions are (cognitive engagement, emotional engagement, physical (physical) engagement) in Reducing the dependent variable of organizational anomie in the Qatina factory of the General Company for Textile and Leather Industries, one of the formations of the Ministry of Industry and Minerals The experimental analytical method was adopted in the completion of the research, and an intentional sample of (162) individuals in the administrative levels (higher and middle) in the factory was taken. The relationship of entrepreneurial behavior and job engagement at the total level was positive with organizational anomie, and indicators of organizational non-normative dimensions, organizational cynicism and lack of organizational values decreased, because the cotton factory members do not ignore work values to achieve their goals, as well as the existence of a spirit of cooperation and teamwork Factory workers.

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Who can enjoy the unavoidable emotional labor

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v27i4.719-742 ◽

2014 ◽

Vol 27 (4) ◽

pp. 719-742

Author(s):

SeungGeun Baeck ◽

KangHyun Shin ◽

JongHyun Lee ◽

ChangGoo Heo

Keyword(s):

Work Engagement ◽

Emotional Labor ◽

Negative Emotion ◽

Job Burnout ◽

Self Monitoring ◽

Main Effect ◽

Relationship Of ◽

Main Effects ◽

The Relationship ◽

Positive Effect

The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) & suppressing negative emotion(SNE)) and consequential work attitude (job burnout & work engagement). A sample of 191 hotel employees were participated in this study and data were analyzed by SPSS. The results are as follows. First, the main effect of FPE on work engagement was supported, but the main effect of SNE on job burnout was not. Second, the main effects of self-monitoring on engagement and burnout were supported. Third, the moderation effects of self-monitoring which buffer the relationship of SNE on burnout and which facilitate the relationship FPE on engagement were significant. Finally, the implications and limitations were discussed.

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Perception of ethical climate and turnover intention among nursing staff: does organizational cynicism mediate?

International Journal of Human Rights in Healthcare ◽

10.1108/ijhrh-07-2017-0028 ◽

2018 ◽

Vol 11 (5) ◽

pp. 319-332 ◽

Cited By ~ 1

Author(s):

Yasin Munir ◽

Muhammad Mudasar Ghafoor ◽

Amran M.D. Rasli

Keyword(s):

Nursing Staff ◽

Turnover Intention ◽

Ethical Climate ◽

Sampling Technique ◽

Mediating Effect ◽

Equation Modeling ◽

Content Type ◽

Organizational Cynicism ◽

Relationship Of ◽

The Relationship

Purpose The purpose of this paper is to explore the mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention among nurses working in public sector hospitals. Design/methodology/approach A quantitative approach was utilized and 870 questionnaires were distributed to collect data from nursing staff working in Punjab region of Pakistan by using non-probability multistage sampling technique. A total of 711 questionnaires were returned out of which 668 questionnaires were scrutinized. Additionally, confirmatory factor analysis and structural equation modeling were applied to analyze the data. Findings The results revealed a full mediating effect of organizational cynicism between the relationship of perception of ethical climate and turnover intention. Research limitations/implications The current study has adopted a multistage non-probability sampling technique to collect data because the management of hospitals restricted researcher access to personal information about the nurses. Therefore, at the first stage, the researcher used convenience sampling and at the second stage, the researcher utilized quota sampling to collect the data. Moreover, the findings of the current study are based on cross-sectional data because of the limited time and resources. Practical implications The current study fosters the ongoing debate in organizational studies related to cynicism and it is noteworthy for the nursing managers to understand the significant factors which directly or indirectly affect the nursing attitude. Originality/value The current study explored the mediating role of organizational cynicism between perception of ethical climate and turnover intention in nursing profession to fill the research gap.

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