scholarly journals Presenteeism of Restaurants Employees: Interaction Effects of Responsible Leadership, Organizational Commitment and Turnover Intentions

2021 ◽  
Vol 0 (0) ◽  
pp. 0-0
Author(s):  
Mohamed Agina ◽  
Ahmed Abuelnasr
Keyword(s):  
Organizational Commitment ◽  
Turnover Intentions ◽  
Interaction Effects ◽  
Responsible Leadership

scholarly journals PERAN ORGANIZATIONAL COMMITMENT MEMEDIASI PENGARUH RESPONSIBLE LEADERSHIP TERHADAP EMPLOYEE TURNOVER INTENTIONS

2021 ◽  
Vol 8 (2) ◽  
pp. 155
Author(s):  
Ni Wayan Eling Juliatri
Keyword(s):  
Organizational Commitment ◽  
Path Analysis ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Random Sampling ◽  
Turnover Intentions ◽  
Responsible Leadership ◽  
Employee Turnover Intention ◽  
Employee Turnover Intentions

Employee turnover intentions yang tinggi dapat berdampak buruk bagi organisasi seperti menciptakan ketidakstabilan dan ketidakpastian terhadap kondisi tenaga kerja yang ada. Banyak faktor yang berpengaruh terhadap employee turnover intentions di antaranya responsible leadership dan organizational commitment. Tujuan penelitian ini adalah untuk mengetahui pengaruh responsible leadership terhadap employee turnover intentions pada PT. Karya Luhur Permai, baik secara langsung maupun di mediasi (pengaruh tidak langsung) oleh organizational commitment. Penelitian ini dilakukan pada PT. Karya Luhur Permai Di Denpasar Barat, pengambilan sampel dalam penelitian ini dilakukan dengan teknik sample random sampling, yang berjumlah 144 orang. Pengumpulan data dilakukan melalui wawancara dan kuesioner. Teknik analisis data yang digunakan adalah analisis jalur (path analysis). Berdasarkan hasil penelitian diperoleh bahwa: (1) Responsible leadership memiliki pengaruh negatif terhadap employee turnover intention. (2) Responsible leadership memiliki pengaruh positif terhadap organizational commitment. (3) Organizational commitment memiliki pengaruh negatif terhadap employee turnover intention. (4) Organizational commitment memediasi pengaruh antara responsible leadership terhadap employee turnover intention.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

2015 ◽  
Vol 5 (4) ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychiatric Hospitals ◽  
Developed Countries ◽  
Intention To Quit ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Government ◽  
The Impact

<p><em>Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse’s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse’s intention to quit.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee’s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.</em></p><p><em> </em></p>

scholarly journals Job Satisfaction and Organizational Commitment: Valid Predictors of Turnover Intentions

2020 ◽  
Vol 6 (4) ◽  
pp. 931-939
Author(s):  
Uzma Ashiq ◽  
Nargis Abbas ◽  
Syed Salman Hassan ◽  
Usman Riaz Mir
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Economic Condition ◽  
Critical Issue ◽  
Influential Factors ◽  
Conventional Banks ◽  
The Impact ◽  
Survey Questionnaires

Human resource capital is the most strategic part of any organization. Retention of human resources is a critical issue these days. Keeping in view the importance of human capital and its retention, present study aimed to explore the impact of two strong predictors, job satisfaction and organizational commitment, on turnover intentions of employees in banking sector of Pakistan. 250 Survey questionnaires are distributed in Islamic and Conventional banks to elicit responses of professionals among which 207 questionnaires are returned and used for analysis. Findings reveal surprisingly contradictory results from previous studies. Job Satisfaction and organizational commitment are having very negligible impact on turnover intentions. Although employees are not much satisfied as well as committed with the organization but still they have minimal intention towards leaving the organization. Results indicated that turnover intentions of employees in banking sector of Pakistan depend on various other factors. Results are surprising but the paradox can be understood by keeping in view few demographics of respondents as well as the economic condition of the country. The study has significant decision-making implications for banks and called for an urgently inquiry about those influential factors that largely affect the turnover intentions of their employees. In addition, banks also need to apply measures to enhance the job satisfaction and organizational commitment as empirical results indicate very less satisfaction and commitment of employees.

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