THE ROLE OF TURNOVER INTENTION AS MEDIATOR OF THE DIMENSION INFLUENCE OF POLITICAL PERCEPTION OF THE LOCAL LEADER REPLACEMENT TO THE LOCAL CIVIL SERVANTS� PERFORMANCE IN REGENCIES IN NORTH SUMATERA - INDONESIA

2016 ◽  
Vol 72 (9) ◽  
Author(s):  
Azhar Maksum ◽  
Mhd. Zainul B. Torong ◽  
Iskandar Muda
Keyword(s):  
Turnover Intention ◽  
Local Leader ◽  
Political Perception

scholarly journals Ostracism and nationalism in the workplace: discursive exclusionary practices between cultural and geographic neighbors

2021 ◽  
Author(s):  
Thomas Köllen ◽  
Susanne Kopf
Keyword(s):  
Turnover Intention ◽  
National Identities ◽  
Exclusionary Practices ◽  
Online Comments ◽  
Norm Group ◽  
Employee Groups ◽  
The Given ◽  
Organizational Mechanisms ◽  
Shed Light

AbstractSo far, management research on mechanisms of exclusion of employee groups has mainly applied constructs of racism to understanding issues of origin-based ostracism. This research has primarily focused on issues faced by employees whose heritage is markedly different from the heritage shared by the norm group in the given socio-cultural, linguistic, and geographical setting. Against this backdrop, the present study investigates how ostracism plays out when the heritages involved are similar, as exemplified by German employees in Austria. Study 1 examines the discursive production of Austrian stereotyping of Germans in the usage of different terms of reference for ‘Germans’ in Austrian discourse. A corpus analysis of online comments on newspaper sites highlights the implicit Austrian need for delineation against Germany. Study 2 analyzes Germans’ perception of Austrians’ exclusionary linguistic practices and how this impacts on their employment experience and turnover intention. A quantitative analysis of survey data from 600 German nationals employed in Austria reveals that the degree of exposure to these demarcating practices is associated with lower job satisfaction, a higher burnout level and an increase in turnover intention. This study is amongst the first to shed light on the central role of nationalism and national identities in organizational mechanisms of exclusion.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

Career Plateau and Turnover Intention in Chinese Employees: Career Anchor as Moderator

2015 ◽  
Vol 43 (5) ◽  
pp. 757-766 ◽  
Author(s):  
Yueran Wen ◽  
Liu Liu
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Management Practices ◽  
Career Anchor ◽  
Career Plateau ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

Based on a survey of 147 Chinese employees, we examined the relationship between perceived career plateau and turnover intention, and the moderating role of career anchor in challenge in this process. We hypothesized that perceived career plateau would be positively related to turnover intention, and that this relationship would be stronger in employees with a higher level of career anchor in challenge than in those with a lower level. The results showed that perceived career plateau had a strong positive relationship with turnover intention, especially in employees with a high level of career anchor in challenge. These findings have implications for research in career development and turnover intention, as well as in management practices.

Sign in / Sign up

Export Citation Format

Share Document