The Impact of Organizational Identification on the Relationship Between Procedural Justice and Employee Work Outcomes

2014 ◽  
Vol 42 (3) ◽  
pp. 437-444 ◽  
Author(s):  
Bing Ma ◽  
Shanshi Liu ◽  
Donglai Liu
Keyword(s):  
Procedural Justice ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Outcomes ◽  
Future Research ◽  
Republic Of China ◽  
Perceived Procedural Justice ◽  
The Impact ◽  
The Relationship

Drawing on a sample of 212 supervisor-subordinate dyads from 3 branches of an air transportation group in the People's Republic of China, we examined the mediating effect of organizational identification on the relationship between perceived procedural justice and work outcomes, including extrarole behavior and turnover intention. Results showed that organizational identification fully mediated the relationship between procedural justice and extrarole behavior as well as that between procedural justice and turnover intention. Implications for future research and limitations of the present findings are discussed.

scholarly journals The mediating effect of silence motivation on the relationships among employee silence behavior, perceived supervisor support, and perceived procedural justice

2014 ◽  
Vol 27 (2) ◽  
pp. 291-315
Author(s):  
AReum Jo ◽  
TaeYong Yoo
Keyword(s):  
Procedural Justice ◽  
Survey Research ◽  
Research Method ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Future Research ◽  
Perceived Supervisor Support ◽  
Employee Silence ◽  
Perceived Procedural Justice ◽  
The Relationship

The purposes of this study were to investigate the relationship between perceived supervisor support and employee silence behavior, the mediating roles of acquiescent silence motivation and defensive silence motivation in the relationship between perceived supervisor support and employee silence behavior, the relationship between perceived procedural justice and employee silence behavior, and the mediating roles of acquiescent silence motivation and opportunistic silence motivation in the relationship between perceived procedural justice and employee silence behavior. Using the survey research method, data were collected from 498 employees who were working in a variety of organizations in Korea. The results of this study showed that perceived supervisor support is negatively related with employee silence behavior. And the relationship between perceived supervisor support and employee silence behavior is partially mediated by acquiescent silence motivation and defensive silence motivation. Also, perceived procedural justice is negatively related with employee silence behavior. The relationship between perceived procedural justice and employee silence behavior is fully mediated by acquiescent silence motivation and opportunistic silence motivation. Based on these results, we discussed the implications of study, limitations, and the suggestions for future research.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

Structural empowerment and serving culture as determinants of organizational identification and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Radoslaw Nowak
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Joint Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Structural Empowerment ◽  
Content Type ◽  
Employee Identification ◽  
The Relationship

Purpose This paper aims to provide an alternative explanation for how organizations could increase levels of organizational identification, in turn reducing employee turnover intention. Specifically, the study empirically tests the joint effect of two types of organizational resources – structural empowerment and serving culture (SE*SC) – on employee identification. Moreover, it investigates the mediating effect of organizational identification on the relationship between the joint effect (SE*SC) and turnover intention. Design/methodology/approach The data were collected in 2018 from employees working in a higher education institution located in the USA. Structural equation modeling was used to test the proposed model. Findings Statistical analysis reveals the positive joint effect (SE*SC) on organizational identification and the mediating effect of identification on the relationship between the joint effect (SE*SC) and turnover intention. Originality/value This study contributes to past research by revealing a new important mechanism. Business organizations could increase levels of employee identification and, in turn, reduce turnover by providing empowering resources that allow employees to successfully complete their jobs. Moreover, the study also contributes to practice by providing some recommendations that managers may implement to improve internal effectiveness in their respective organizations.

scholarly journals The impact of Perception Of Organizational Politics on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (2) ◽  
pp. 397-420
Author(s):  
HyunSung Kim ◽  
SeaYoung Park
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Politics ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Perception Of Organizational Politics ◽  
The Impact ◽  
The Relationship

The purpose of this study was to investigate the relationship between POPs, OJ, OCB, BJW and LPS. Also, this study examined the mediating effect of OJ on the relationship between POPs and OCB. And this study examined the moderating effect of BJW on the relationship between POPs and OJ and the moderating effect of LPS on the relationship between OJ and OCB. Data were collected from 283 employees from a number of companies. The result of this study showed that the relationship between POPs and OJ is significantly negative and the relationship between OJ and OCB is significantly positive. Also, OJ fully mediated the relationship between POP and OCB. And BJW didn't moderated the relationship between POPs and OJ. And LPS moderated the relationship between OJ and OCB. Finally, based on the results, the implication of this study and the direction for future research were discussed.

The impact of the work-family conflict on employee engagement, performance, and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Neuza Ribeiro ◽  
Daniel Gomes ◽  
Ana Rita Oliveira ◽  
Ana Suzete Dias Semedo
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Work Family Conflict ◽  
Content Type ◽  
And Performance ◽  
Work Family ◽  
The Impact ◽  
The Relationship

Purpose The incompatibility between the sphere of work and the family is a reality that plagues many workers today. The difficult articulation of these two domains leads to the experience of the phenomenon called work–family conflict (WFC). This paper aims to assess the impact that WFC may have on employee engagement and performance, as well as on their turnover intention. It is also intended to test the mediating effect of engagement on the relationship between WFC and performance, and between WFC and the turnover intention. Design/methodology/approach One hundred and sixty-seven employees from various Portuguese organizations were surveyed. Respondents reported their perceptions of own WFC, engagement, performance and turnover intention. Findings The results revealed that employees who feel a higher WFC have lower levels of engagement and greater intention to leave the organization. The WFC showed no relation to performance. Engagement takes on the mediating role in the relationship between WFC and the turnover intention. Practical implications The relevance of this study is related to the implications that it may bring to companies in the context of implementing work–family balance strategies to reduce the referred conflict. Originality/value This study contributes to WFC literature by attempting to integrate in the same model four concepts in a single study to provide a model that depicts the chain of effects between WFC, engagement, individual performance and turnover intention, which has never been done in the Portuguese context.

Police Cadets’ Career Plans in China: Testing the Mediation and Moderation Effects of Job Satisfaction

2019 ◽  
Vol 23 (2) ◽  
pp. 202-231
Author(s):  
Bitna Kim ◽  
Tao Xu
Keyword(s):  
Police Officers ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Future Research ◽  
Career Plans ◽  
Police Organizations ◽  
Study Results ◽  
Degree Of Satisfaction ◽  
Using Data ◽  
The Relationship

In recent decades, police organizations have encountered difficulty in maintaining employees; a large number of police officers are leaving the service early. Using data collected from three police colleges in three different provinces in China, this study examines the mechanism of cadets’ career plan or turnover intention. Specifically, the test of a mediating mechanism in this study demonstrates the extent to which satisfaction mediates the relationship between distal factors and career plans among police cadets. Besides, the test of a moderating mechanism focuses on the possibility that the predictors differ in the relationship with cadets’ career plans by the degree of satisfaction. This study results found that satisfaction had no mediating effect. Instead, results showed that police cadets’ satisfaction is a strong moderator in the link between predictors and their career plans. Implications for recruitment, training, and retention strategies, as well as avenues for future research, are then discussed.

The Effect Of Humble Leader Behavior, Leader Expertise, And Organizational Identification On Employee Turnover Intention

2016 ◽  
Vol 32 (4) ◽  
pp. 1145-1156 ◽  
Author(s):  
Jie Li ◽  
Qiao Zhuan Liang ◽  
Zhen Zhen Zhang
Keyword(s):  
Boundary Condition ◽  
Empirical Study ◽  
Leadership Style ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Leader Behavior ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Relationship

As a bottom-up leadership style, humble leadership has attracted increasing attention from scholars in recent years. But its effectiveness and mechanism still lack rigorous empirical study. In this study, we investigate the mechanism and boundary condition by which humble leader behavior exerts influence on followers’ turnover intention. Two-wave data collected from 249 scientific and technological personnel in China supported our hypothesized model. We found that humble leader behavior is significantly negatively related to follower turnover intention. The relationship is further partially mediated by organizational identification, and moderated by leader expertise. Implications for theory, practice and future research are discussed. 

scholarly journals Impact of Procedural Justice on Turnover Intention with Mediating Effect of Trust

2018 ◽  
Vol 6 (1) ◽  
pp. 13-19
Author(s):  
Maryam Tajammal ◽  
Keyword(s):  
Procedural Justice ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Organizational Trust ◽  
Mediating Effect ◽  
Twin Cities ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Impact

This research conducted a survey to examine the impact of procedural justice on turnover intention through mediation of organizational trust. The study is based on a sample of 141 faculty members of the public and private sector universities of twin cities of Pakistan who completed structured questionnaires for each variable. Data were analyzed using SPSS and results revealed that procedural justice has negative and significant effect on turnover intentions of employees. Furthermore, organizational trust successfully mediates the relationship between Procedural justice and Turnover intention. We conclude study, discuss theoretical implications and also provide future recommendations.

scholarly journals Stress and turnover intention among healthcare workers in Saudi Arabia during the time of COVID-19: Can social support play a role?

PLoS ONE ◽  
2021 ◽  
Vol 16 (10) ◽  
pp. e0258101
Author(s):  
Khalid Al-Mansour
Keyword(s):  
Social Support ◽  
Saudi Arabia ◽  
Turnover Intention ◽  
Healthcare Workers ◽  
Mediating Effect ◽  
Online Questionnaire ◽  
Cross Sectional ◽  
Regression Weight ◽  
The Impact ◽  
The Relationship

The turnover intention of healthcare workers is a threat to the competence of health services, especially during COVID-19 time. This study aimed to investigate the association between stress and turnover intention among healthcare workers in Saudi Arabia and whether social support could affect this association. In this cross-sectional study, healthcare workers in primary healthcare centers in Saudi Arabia responded to an online questionnaire assessing their sociodemographic and occupational history, stress levels using the Perceived Stress Scale-10 (PSS-10), social support using the Multidimensional Scale of Perceived Social Support (MSPSS), and turnover intention within the next few months. Path analysis was conducted to assess the mediating effect of social support on the association between stress and turnover intention. A total of 1101 healthcare workers (242 physicians, 340 nurses, 310 paramedics, and 209 administrative workers) participated in this study. The path between stress and support had a significant standardized regression weight (-.34, p < .05). The path between support and turnover had a significant standardized regression weight (.08, p < .05). The standardized total effect of stress on turnover without the impact of support was significant (-.39, p < .05). The direct effect of stress on turnover with the presence of support was significant (-.36, p < .05). The indirect effect of stress on turnover with the presence of support was significant (-.03, p < .05). Thus, there is evidence to show that support mediates the relationship between stress and support. Stress is associated with turnover intention among healthcare workers in Saudi Arabia. Social support had a mitigating effect on the relationship between stress and turnover intention.

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