THE EFFECT OF WORKLOADS ON TURNOVER INTENTION WITH WORK STRESS AS MEDIATION AND SOCIAL SUPPORT AS MODERATED VARIABLES

The purpose of this study was to examine and analyze the relationship of workload, work stress, and social support for employee turnover intentions of PT. Bentoel Prima Malang. This study uses a population of all Primary Manufacturing Department (PMD) permanent employees of 83 employees. All members of the population are used as research samples (total sampling). Analysis tool to test the relationship between variables using the help of smartPLS 3.0. The results showed that workload did not significantly influence turnover intention. Job stress plays a mediating role between workload and work stress. Social support does not moderate work stress on turnover intention. The theoretical implications of this research provide opportunities for further research on workloads, not a major factor in employee decisions leaving the organization. Practical implications in this study provide new insights to companies and employees about the negative impact of increasing workload.

Download Full-text

The Effect of Organizational Commitment on Turnover Intentions with Work Stress as Intervening Variable At Citra Perdana Kendedes Malang

International Journal Of Scientific Advances ◽

10.51542/ijscia.v2i3.37 ◽

2021 ◽

Vol 2 (3) ◽

Author(s):

Ryke Ayuningtyas ◽

Vivin Maharani

Keyword(s):

Organizational Commitment ◽

Work Stress ◽

Turnover Intention ◽

Quantitative Research ◽

Turnover Intentions ◽

Sampling Technique ◽

Analysis Tool ◽

Data Analysis Tool ◽

The Relationship ◽

Research Type

The higher the organizational commitment of the employees, the better they will provide services to consumers. However, if there are obstacles or shocks during the company’s career, of course the organizational commitment of the employees will be shaken, and create a feeling of pressure from within the employee or also known as work stress, and after the emergence of work stress in the employee, the desire to move out of the company is unavoidable. This desire is called turnover intention. This study aims to analyze the relationship between organizational commitment and turnover intentions mediated by job stress. Data collection was carried out through distributing questionnaires to employees of PT. The Prime Image of Kendedes Malang. This research uses explanatory research method with quantitative research type. The data analysis tool used in this study is Partial Least Squares (PLS) and uses SmartPLS software. The sampling technique used purposive sampling technique with the condition that employees who have worked more than 5 years at PT. Kendedes Prime Image. So that the samples that were collected were 88 workers (drivers and internal staffs). The results of this study indicate that organizational commitment has a direct effect on turnover intentions and organizational commitment has an effect on turnover intentions through work stress.

Download Full-text

Examining relationships among corporate ethical values, commitment and turnover intentions

South Asian Journal of Global Business Research ◽

10.1108/sajgbr-01-2015-0006 ◽

2016 ◽

Vol 5 (1) ◽

pp. 32-52 ◽

Cited By ~ 1

Author(s):

Japneet Kaur ◽

Sanjeev Kumar Sharma

Keyword(s):

Organizational Behavior ◽

Turnover Intention ◽

Turnover Intentions ◽

Positive Impact ◽

Positive Association ◽

Ethical Values ◽

Content Type ◽

Corporate Ethical Values ◽

Relationship Of ◽

The Relationship

Purpose – The purpose of this paper is to investigate the relationship of corporate ethical values (CEV) on the work attitudes linked to the organizational behavior of employees. It primarily focusses on examining the relationship of CEV with organizational commitment (OC) and the turnover intention (TI) of employees. Design/methodology/approach – Study undertakes an explanatory analysis on a sample of 150 employees from large and medium scale Indian Information Technology Business Process Outsourcing firms. Findings – Results of the study revealed significant relationships among the variables. Strong positive association has been found between CEV and commitment, whereas, contrasting result has been found with TI of employees. CEV explained 22 percent and 23 percent of variance in commitment and TI, respectively. Moreover, the relationship of ethical values and TIs has been found to be mediated through OC. Practical implications – Study enables the managers to understand wider impact of ethics in an organization and its positive impact on employees in increasing their commitment levels. Managers should focus on the ethical aspects of conducting business to ensure that the employees are well engaged with their employer and have the least tendency to shift when given an opportunity. Originality/value – This research attempts to bridge the gap in the existing literature by explaining relationship among variables (CEV, OC and TI) in context to the South-Asian nations, and especially India.

Download Full-text

The Impact of Perceived Organizational Politics on Work Attitudes

International Journal of Human Capital and Information Technology Professionals ◽

10.4018/ijhcitp.2014040101 ◽

2014 ◽

Vol 5 (2) ◽

pp. 1-13 ◽

Cited By ~ 1

Author(s):

Prerna Chhetri ◽

Nikhat Afshan ◽

Srabasti Chatterjee

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Turnover Intentions ◽

Negative Impact ◽

Organizational Politics ◽

Workplace Attitudes ◽

The Impact ◽

The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

Download Full-text

The Mediating Role of Resilience and Social Support on the Relationship Between Childhood Neglect and Adult Well-Being

Violence and Victims ◽

10.1891/vv-d-19-00006 ◽

2021 ◽

Vol 36 (2) ◽

pp. 292-305

Author(s):

Nilüfer Koçtürk ◽

Selen Demirtas-Zorbaz ◽

Bilge Tarım, M S

Keyword(s):

Social Support ◽

Significant Relationship ◽

Child Neglect ◽

Structural Equation ◽

Negative Impact ◽

Well Being ◽

Equation Model ◽

Childhood Neglect ◽

Mediating Role ◽

The Relationship

Childhood neglect has a lifelong negative impact on the individual's physical health and well-being and is a risk for psychopathology. The main purpose of this study was to examine the relationship between child neglect, resilience, social support, and well-being. Data were collected from 450 women. A structural equation model was designed and tested to determine the correlations between the variables affecting well-being. The results revealed that the more women were neglected during childhood, the lower they perceived social support and the lower their resilience and well-being. Additionally, there was a significant relationship between resilience and well-being, whereas there was no significant relationship between social support and well-being. The findings show that neglect directly affects well-being in adulthood in the negative direction.

Download Full-text

Impacts of Supervisor Support on Turnover Intentions: Mediating Role of Job Satisfaction

Asian Journal of Education and Social Studies ◽

10.9734/ajess/2020/v6i330174 ◽

2020 ◽

pp. 1-9 ◽

Cited By ~ 1

Author(s):

Shuja Iqbal ◽

Tian Hongyun ◽

Shamim Akhtar ◽

Usama Ahmad ◽

Fred Nyarko Ankomah

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Turnover Intentions ◽

Supervisor Support ◽

Manufacturing Firms ◽

Equation Modeling ◽

Direct Path ◽

Indirect Path ◽

Relationship Of ◽

The Relationship

Skilled employees plays a key role in any organization’s success. Loosing talented employees negatively impacts the functioning of the organizations. In the fierce competition age human resource managers strive for retaining the employees for longer duration to maximize their potentials. This study focuses on finding the direct path effects of supervisor support and job satisfaction on employee turnover intentions; and indirect path effect of job satisfaction between the relationship of supervisor support and turnover intention. The study implied the quantitative approach using a questionnaire data collection method. 200 questionnaires were distributed mostly among the manufacturing firms’ employees following simple random sampling technique. 173 validated responses were further analyzed in Smart-PLS through multiple tests and PLS structured equation modeling technique. The findings revealed positive and significant relationships among the direct path relationships of supervisor support and turnover intention, supervisor support and job satisfaction and job satisfaction and turnover intention. Moreover, indirect path relationship of job satisfaction between the relationship of supervisor support and turnover intention was also positive and significant. This study has substantial implications for manufacturing firms to develop supervisor support strategies to enhance employee retention by reducing turnover.

Download Full-text

Moderating effects of organizational commitment on job satisfaction and turnover intention

Journal of Research in Emerging Markets ◽

10.30585/jrems.v2i4.542 ◽

2020 ◽

Vol 2 (4) ◽

pp. 48-57

Author(s):

Hassan Wazir ◽

Inayatullah Jan

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Turnover Intentions ◽

Sampling Technique ◽

Sampling Techniques ◽

Moderating Effects ◽

Mediating Role ◽

The Relationship ◽

Structured Questionnaire

This study was conducted in Bannu, Karak, Lakki Marwat, and D.I. Khan Districts of Khyber Pakhtunkhwa (KP) Province of Pakistan to investigate the relationship between job satisfaction and turnover intention. The study is based on data collected from Wateen and Multinet Telecom companies. Two staged-sampling technique was used in this study. A total of 140 employees were selected from both companies using equal allocation and stratified random sampling techniques. A structured questionnaire with a five-point Likert scale was used to collect information from respondents. Regression analysis was used to find out the relationship between job satisfaction and turnover intention. The results of the regression model indicated that job satisfaction decreases the chances of turnover. The results also confirmed that organizational commitment plays a key mediating role in improving job satisfaction and reducing turnover intentions. The study recommends that organizations should make efforts to promote job satisfaction to enhance organizational commitment and reduce turnover.

Download Full-text

Examining the Mediating Role of Organisational Support on the Relationship Between Organisational Cynicism and Turnover Intention in Technology Firms in Istanbul

Frontiers in Psychology ◽

10.3389/fpsyg.2021.606215 ◽

2021 ◽

Vol 12 ◽

Author(s):

Berat Cicek ◽

Mehmet Ali Turkmenoglu ◽

Mustafa Ozbilgin

Keyword(s):

Social Exchange ◽

Turnover Intention ◽

Structural Equation ◽

Turnover Intentions ◽

Mediating Role ◽

Technology Firms ◽

Organisational Support ◽

The Relationship ◽

Affective Dimensions

Cynicism and turnover intentions are highlighted as being detrimental to organisations’ sustainability. Drawing on the social exchange theory, this paper aims to examine the effect of organisational cynicism on turnover intention and the mediating role of organisational support on this relationship. A survey was conducted with 289 employees and managers. Data were gathered from 54 technology firms from Istanbul, Turkey, and analysed through structural equation modelling using AMOS. The findings suggest that the cognitive and affective dimensions of cynicism are significant predictors of turnover intention, and further that organisational support mediates the relationship between the cognitive and affective dimensions of cynicism and turnover intention. This research is novel in that it deepens our understanding of how detrimental workplace perceptions might affect employees’ intentions to leave their organisations and to what extent organisational support mediates this relationship in technology firms in Istanbul, Turkey. To our knowledge, no study has investigated these three variables together, as in the proposed model.

Download Full-text

The relationship between job satisfaction, turnover intentions and performance of Nigerian polytechnic lecturers with doctorate degrees

Journal of Applied Research in Higher Education ◽

10.1108/jarhe-10-2020-0360 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Innocent Otache ◽

Ele-Ojo Iyaji Inekwe

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Structural Model ◽

Turnover Intentions ◽

Negative Impact ◽

Primary Data ◽

Content Type ◽

And Performance ◽

The Impact ◽

The Relationship

PurposeThe purpose of this study is to determine the level of job satisfaction, turnover intentions and performance of Nigerian polytechnic lecturers with PhDs and to empirically examine the relationship between them.Design/methodology/approachThis study adopted a descriptive correlational research design. Thus, an online self-reported questionnaire was used to gather primary data from a purposively selected sample of 167 Nigerian polytechnic lecturers with PhDs. Descriptive statistics and PLS-SEM were employed to analyse the data collected.FindingsDescriptive results showed a low level of job satisfaction, high level of turnover intention and moderate level of performance of Nigerian polytechnic lecturers with PhDs. The structural model indicated a significantly positive link between job satisfaction and performance of Nigerian polytechnic lecturers with PhDs. Additionally, further analysis showed significantly negative links between job satisfaction and turnover intentions and between turnover intentions and performance of Nigerian polytechnic lecturers with PhDs.Originality/valueThere is a paucity of empirical studies on the impact of turnover intention on employee performance, particularly in the Nigerian context. This study provides empirical evidence of the negative impact of turnover intention on lecturer performance in the Nigerian context. Importantly, the findings of this study provide insights into the fundamental issues, which underlie the brain drain of lecturers in higher education institutions, especially in developing countries.

Download Full-text