scholarly journals Polychronicity: Model and analysis of conditional process toward employee turnover intentions

2021 ◽  
Vol 5 (01) ◽  
pp. 1-14
Author(s):  
Rian Andriani ◽  
Disman Disman ◽  
Eeng Ahman ◽  
Budi Santoso
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Process Model ◽  
Turnover Intentions ◽  
Hotel Industry ◽  
Research Model ◽  
Moderator Variable ◽  
Crucial Problem ◽  
The Impact

The hospitality industry in Indonesia is growing rapidly but lagging behind the readiness of human resources. The hotel industry has a crucial problem of retaining employees where there is a gap between the interests of employees and the interests of the company. Turnover intention is the main predictor of turnover, so aspects that can affect turnover intention will affect turnover. This study aims to describe and analyze the relationships between variables and dimensions in the research model or paradigm developed by the researcher. It tested the conditional process model using path analysis based on OLS regression and bootstrap methods. The population in this study were employees of the hotel industry in Indonesia, with a sample of 257 employees. The findings of this study are that the work environment has no direct effect on the variables of job satisfaction, employee engagement, and turnover intention but can interact as a moderator variable so that it effectively moderates the impact of polychronic on turnover intention through full mediation of job satisfaction and employee engagement.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
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.

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

scholarly journals The Impact of Transformational Leadership on Job Satisfaction and Employee Turnover Intentions: A Conceptual Review

2021 ◽  
Vol 124 ◽  
pp. 08005
Author(s):  
Evelyn Gan ◽  
Mung Ling Voon
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Working Environment ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Impact

All employees deserve a decent working environment in order to be productive in their work. High employee turnover has adverse effects on economic growth as companies incur additional costs and experience drop in productivity. Hence, identifying the factors that reduce employee turnover intention is in line with Sustainable Development Goals. This review paper aims to improve our understanding of the relationship between transformational leadership style and job satisfaction, and examines their impact on reducing employee turnover intention. The literature review has proved that transformational leadership and job satisfaction greatly influence an employee’s decision to leave or stay with his or her organisation. Based on the literature, this paper also provides recommendations for future research areas that would provide valuable information in helping organisations reduce employee turnover intention, and ultimately employee turnover.

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

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.

Modeling the impact of employee engagement and happiness on burnout and turnover intention among blue-collar workers at a manufacturing company

2019 ◽  
Vol 27 (2) ◽  
pp. 499-516 ◽  
Author(s):  
Nivethitha Santhanam ◽  
Sharan Srinivas
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Blue Collar ◽  
Equation Modeling ◽  
Content Type ◽  
Blue Collar Workers ◽  
Manufacturing Facilities ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention. Design/methodology/approach The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS. Findings The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males. Practical implications The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment. Originality/value This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.

scholarly journals Investigating the impact of a combined approach of perceived organisational support for strengths use and deficit correction on employee outcomes

2018 ◽  
Vol 16 ◽  
Author(s):  
Crizelle Els ◽  
Karina Mostert ◽  
Marianne Van Woerkom
Keyword(s):  
Job Satisfaction ◽  
Empirical Evidence ◽  
Work Engagement ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Combined Approach ◽  
Strengths Use ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Impact

Orientation: The positive psychology paradigm suggests a balanced focus on employee strengths and deficits. However, an overemphasis on strengths has raised questions regarding the value of a focus on strengths use, deficit improvement or a combined approach with a balanced focus on both.Research purpose: The primary objective was to examine whether perceived organisational support (POS) for strengths use, POS for deficit improvement or a combined approach would be the strongest predictor of work engagement, learning, job satisfaction and turnover intention.Motivation for the study: In the literature, there is little empirical evidence to support an approach where both employees’ strengths are used and their deficits improved.Research design, approach and method: This study was conducted among 266 teachers from four public schools in the Western Cape. A cross-sectional survey design was used.Main findings: The results suggest that both strengths use and deficit improvement are important predictors of work engagement, learning, job satisfaction and turnover intention. Learning was higher and turnover intention lower for individuals experiencing a combined approach compared to those believing that their school did not support them in either using their strengths or improving their deficits. Furthermore, a combined approach was associated with higher job satisfaction than a strengths-based approach, and a deficit-based approach was shown to be associated with higher levels of work engagement and lower turnover intentions compared to an environment where neither employees’ strengths nor deficits were addressed.Practical or managerial implications: The results urge organisations to invest an equal amount of resources in their employees’ strengths and deficits, as opposed to neglecting either one. Such a combined approach may be associated with increased work engagement, learning and job satisfaction and lower turnover intention.Contribution: This study provides empirical evidence that supports a combined approach where both employees’ strengths are used and their deficits developed.

scholarly journals THE IMPACT DISTRIBUTIVE JUSTICE, PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, EMPLOYEE ENGAGEMENT AND JOB SATISFACTION ON TURNOVER INTENTION

2020 ◽  
Vol 3 (2) ◽  
pp. 63-73
Author(s):  
Ani Suhartatik ◽  
◽  
C. Marliana Junaedi ◽  
Putri Meidina Novianti ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Interactional Justice ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Bank Employees ◽  
The Impact

The research is aimed at investigating the impact distibutive justice, procedural justice,interactional justice, employee engagement and job satisfaction on turnover intention.. Hence, it is a causal research. The data are drawn from a sample of 208 bank employees in Surabaya determined using a purposive sampling technique. The collected data are then analyzed using Structural Equation Modeling, LISREL version 8.70. The result of the hypothesis testing indicates that distibutive justice and procedural justice does not have any significant impact on employee engagement and job satisfaction, interactional justice have any significantly affect on employee engagement and job satisfaction, employee engagement significantly affect on turnover intention, and job satisfaction significantly affect on turnover intention

scholarly journals Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

2019 ◽  
Vol 11 (4) ◽  
pp. 1101 ◽  
Author(s):  
Juan Yang ◽  
Bo Pu ◽  
Zhenzhong Guan
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Entrepreneurial Leadership ◽  
The Sustainable Development ◽  
In Series ◽  
The Impact ◽  
The Relationship

Entrepreneurial leadership is critical for the sustainable development of start-ups and plays a key role in employees’ turnover intentions. The purpose of this study was to examine the relationship between entrepreneurial leadership and turnover intentions of employees within enterprises established in the last five years. This paper explored this relationship through multiple serial mediators, specifically, employee affective commitment, job embeddedness, and job satisfaction. A quantitative approach was employed on a sample of 403 participants from 62 ventures. The results demonstrated that entrepreneurial leadership can reduce employee turnover intentions, and the impact is through job embeddedness, job satisfaction, and affective commitment, in series. This study is the first try of a three-serial-mediator model for the relationship between entrepreneurial leadership and turnover intentions, and it leads to a better understanding of the significance of entrepreneurial leadership.

scholarly journals The Impact of Job Satisfaction on Employees’ Turnover Intention within the Hotel Industry in Lagos State, Nigeria

2021 ◽  
Vol 10(4) (10(4)) ◽  
pp. 1110-1130
Author(s):  
Mercy Busayo Bello ◽  
Christopher Aina ◽  
Ajayi Oluwole
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Hotel Industry ◽  
The Body ◽  
Significant Implication ◽  
Supervisory Support ◽  
Lagos State ◽  
The Government ◽  
The Impact ◽  
The Relationship

This study examined the impact of job satisfaction on employees’ turnover intention within the hotel industry in Lagos State. Structured questionnaires were used to collect the data while partial least squares structural equation modelling was adopted for the analysis. It emerged from the study that the relationship between job stress, promotion opportunity, supervisory support and workplace environment and employees’ turnover intention are statistically significant. Aside, the relationship between payment system and employees’ turnover tendency is not significant. The findings provide significant implication for the government of Lagos State to ensuring that hotel operators provide hazards-free facilities for staff. Apart, hotel managers should ensure that policy-trust capable of mitigating interferences of work by employee’s family, and social obligations are put in place. It is further implying that hotel operators should give more attention to staff promotion to limit staff turnover tendency. The study contributes to the body of knowledge as it proposed and validated job satisfaction, and employees’ turnover intention (JOSET) model from a non-western context. The results also provide hotel business operators, the government, and academics with new insight into the relationship between job satisfaction, and employees’ turnover intention of hotels in an emerging economy.

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