The effect of deluxe hotel employees’ workplace loneliness on organizational commitment and turnover intention : Moderating effect of perceived organizational support

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.

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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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The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation

Procedia - Social and Behavioral Sciences ◽

10.1016/j.sbspro.2011.10.215 ◽

2011 ◽

Vol 30 ◽

pp. 1103-1108 ◽

Cited By ~ 17

Author(s):

Nasrin Arshadi

Keyword(s):

Organizational Commitment ◽

Organizational Support ◽

Turnover Intention ◽

Perceived Organizational Support ◽

Role Performance ◽

Mediating Role

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Relationship between ethical work climate and nurses’ perception of organizational support, commitment, job satisfaction and turnover intent

Nursing Ethics ◽

10.1177/0969733015594667 ◽

2015 ◽

Vol 24 (2) ◽

pp. 151-166 ◽

Cited By ~ 48

Author(s):

Ebtsam Aly Abou Hashish

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Support ◽

Turnover Intention ◽

Ethical Climate ◽

Perceived Organizational Support ◽

Work Climate ◽

Healthcare Organizations ◽

Ethical Work Climate ◽

Ethical Work

Background: Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization. Purpose: This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job satisfaction, and turnover intention. Methods: A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection. Findings: The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Recommendation: Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention.

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