Mediating influences of entrepreneurial leadership on employee turnover intention in startups

2019 ◽  
Vol 47 (6) ◽  
pp. 1-13 ◽  
Author(s):  
Juan Yang ◽  
Zhenzhong Guan ◽  
Bo Pu
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Affective Commitment ◽  
Serial Order ◽  
Equation Modeling ◽  
Entrepreneurial Leadership ◽  
Employee Turnover Intention ◽  
The Relationship

We examined the relationship between entrepreneurial leadership and employee turnover intention in startups in China, through the mediating roles of work-to-family conflict and affective commitment. We collected survey data from ventures newly established within the past 5 years, through Wenjuanxing, a market research website. We collected 312 survey forms from 56 startups, with no more than 10 from each. We used structural equation modeling to test the hypotheses, and found that entrepreneurial leadership was negatively related to turnover intention through the fully mediating roles of work-to-family conflict and affective commitment in serial order. Theoretical and practical implications are discussed.

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.

scholarly journals The moderating impact of resilience on the relationship between workplace incivility and turnover intentions: a proposed study in Dubai retail SME’s

2017 ◽  
Vol 1 (1) ◽  
pp. 236-243
Author(s):  
Yasin Shahryari ◽  
Kamarul Zaman Ahmad
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
High Turnover ◽  
Mediating Role ◽  
Employee Turnover Intention

This is a theoretical paper that aims to explore the determinants of employee turnover intention among retail SMEs in Dubai in terms of incivility (customer, coworker, supervisor) and the mediating role of emotional exhaustion with the moderating effect of resilience. The retail industry in Dubai will be one of the main beneficiaries of the study since it appears that they suffer high turnover intention and cost. Managements and owners of retail SMEs in Dubai would be able to get a better idea of the determinants of employee turnover intention and workplace incivility through the analysis and recommendations developed by the research. Data would be gathered from participants (i.e. employees of retail SMEs in Dubai) who have direct contact with customers, coworkers and supervisors/ management. Viewed in this manner, data gathered would be analyzed in two stages, using descriptive statistics and structural equation modeling using computer software including, SPSS/STATA, AMOS/ Smart-PLS. This paper would elaborate the literature on turnover intention and incivility Subsequently, the research will illustrate the mediating role emotional exhaustion and the moderation effect of resilience among retail SMEs employees in Dubai. Keywords: Incivility, Turnover intentions, Resilience, SMEs

Responsible leadership an obstacle for turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raheel Yasin ◽  
Sarah Obsequio Namoco ◽  
Junaimah Jauhar ◽  
Noor Fareen Abdul Rahim ◽  
Najam Ul Zia
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Ethical Climate ◽  
Equation Modeling ◽  
Responsible Leadership ◽  
Content Type ◽  
Mediating Role ◽  
Employee Turnover Intention

Purpose The purpose of this paper is to investigate the extent to which ethical climate mediates between responsible leadership and employee turnover intention. Design/methodology/approach This study used the deductive logic approach to develop hypotheses and analytical framework. Data were collected through convenience sampling technique from branch-level employees of the Bank of Punjab Pakistan working in Lahore, Gujranwala and Gujrat Region. Data were analyzed to test the hypotheses via descriptive analysis and structural equation modeling using SPSS and Smart PLS. Findings Results confirmed a significant positive association between responsible leadership and ethical climate and a negative association between ethical climate and employee turnover intention. Furthermore, results also confirmed the mediating role of ethical climate between responsible leadership and turnover intention. Practical implications This study enhances the existing literature regarding responsible leadership, ethical climate and turnover intention. It also helps professionals to review their policies. Originality/value The theoretical contribution of this paper lies in exploring the relationship between responsible leadership and ethical climate. The current study empirically examined the mediating role of an ethical climate between responsible leadership and employee turnover. It contributes also to the literature regarding responsible leadership, ethical climate and turnover intention.

Transformational leadership and employee turnover intention

2016 ◽  
Vol 12 (3) ◽  
pp. 243-266 ◽  
Author(s):  
Michael Asiedu Gyensare ◽  
Olivia Anku-Tsede ◽  
Mohammed-Aminu Sanda ◽  
Christopher Adjei Okpoti
Keyword(s):  
Transformational Leadership ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Bootstrap Analysis ◽  
Content Type ◽  
Employee Turnover Intention ◽  
The Impact

Purpose – The purpose of this paper is to investigate the impact of transformational leadership on employee turnover intention through the mediating role of affective commitment. Design/methodology/approach – The study examines conceptual relationships in the Ghanaian context, based on structural equation modelling with maximum likelihood estimation, using sample employees from the private sector organizations. In addition, the mediation analysis is conducted with Sobel’s test and 95 per cent CI bootstrap analysis. Findings – The study shows that affective commitment would decline workers’ quitting intention and serves to promote a degree of trust and willingness to follow their leaders’ philosophy, ideology, vision and guidance in the organization. Hence, affective commitment fully mediates the relationship between transformational leadership and employee turnover intention. Practical implications – To help lessen employees quitting intentions, both middle and top-level managers should endeavour to create an atmosphere of trust, admiration, loyalty and respect for their employees. Originality/value – Overall it is shown that affective commitment was the mechanism through which transformational leadership influences employees’ turnover intentions in the SLCs in Ghana.

scholarly journals RELATIONSHIP BETWEEN PERCEIVED PERFORMANCE APPRAISAL EFFECTIVENESS AND EMPLOYEE TURNOVER INTENTION IN LEBANESE BANKS

2021 ◽  
pp. 37-49
Author(s):  
Samar Abboud
Keyword(s):  
Performance Appraisal ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Banking Sector ◽  
Human Resources Management ◽  
Performance Appraisals ◽  
Equation Modeling ◽  
Perceived Performance ◽  
Employee Turnover Intention

The study examines the relationship among perceived performance appraisals (PA) and retaining employees in Lebanese banks from a human resources management (HRM) viewpoint. As a consequence of regulatory demands and high levels of employee turnover, improvements are urgently required in Lebanon. The study explores the effects of perceived PA effectiveness on the employees in Lebanese banking sector and in particular explores the complexity of partnership between basic PA successful elements (targets, requirements, expectations, source and input and frequency) and the purposes of employee turnover. For data collection, a questionnaire has been distributed over 201 respondents. The obtained data has been then analyzed using SPSS. The results reveal that the expected efficacy of PA in Lebanese banking has a detrimental connection to the goals of employee turnover. Multiple linear regression (MLR) reveals the substantial intention for employee turnover within the banking industry as Lebanon as a feedback aspect of PA. Structural equation modeling (SEM) results show that three components of PA accounted for 37% of the improvement in workers purpose. The findings indicate that increased understanding of the PA systems will help to minimize the turnover intention.

scholarly journals The Influence of Organization Culture and Career Development Towards The Turnover Intention on The Foodhallof DKI Jakarta Province

2019 ◽  
Author(s):  
Nazifah Husainah ◽  
M. Yusuf
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Career Development ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Organization Culture ◽  
Equation Modeling ◽  
Analysis Tool ◽  
Employee Turnover Intention

The purpose of this research was to the Influence Of Organization Culture And Career Development toward The Turnover Intention On The Foodhall Of DKI Jakarta Province partially or simultan eously on employee turnover intention. The population in this study amounted to 1,982 employees in twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents.The research method used inthisresearchwasdescriptiveandexplanatorysurveymethod.Thesamplingmethod was probability sampling with proportionate random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with the Lisrel 8.80 data analysis tool. Based on the results of the study, the findings are as follows: Organizational culture, career development either partially or simultaneously have significant effect on employee turnover intention with contribution of 81%. Partially organizational commitment is the most dominant in influencing employee turnover intention. The results also show that organizational culture, career development on employee turnover intention. The managerial implications of this study are the turnover intention of employees of The Foodhall’s in Jakarta reflected by quitting dimensions will be reducedifTheFoodhallinJakartaisabletowillincreaseifTheFoodhallsinJakartacan improve career development of employees, reflected by career indecision, supported by improving the organizational culture reflected by the dimensions of outcome orientation.

How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

2020 ◽  
pp. 1-12
Author(s):  
Sebastian Holzwarth ◽  
George Gunnesch-Luca ◽  
Roman Soucek ◽  
Klaus Moser
Keyword(s):  
Organizational Communication ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Communication In Organizations ◽  
Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

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.

Evaluating Employee Innovation and Creativity Towards Employee Turnover Intention in the Malaysian Hospitality Industry

2021 ◽  
Vol 11 (4) ◽  
pp. 4378-4404
Author(s):  
Diyana Kamarudin ◽  
Xiaojie Hu ◽  
Yasmin Hussain ◽  
Yee Kai Ling
Keyword(s):  
Work Environment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Employee Performance ◽  
Main Role ◽  
Employee Turnover Intention ◽  
Leadership Motivation

Hospitality industry plays a main role and has become a major sector in Malaysia’s economy. However, there are some challenges in the hospitality industry such as employee turnover which could have various consequences to organizations. The purpose of this research is to investigate the factors affecting employee turnover intention, either directly or indirectly. Previous studies have suggested that employee turnover intention could be affected by factors such as leadership, motivation, communication, work environment and infrastructure both directly and indirectly. Employee innovation and creativity as a mediating factor could also affect its relationship with turnover intention of employees. The research design for this study was quantitative research method using questionnaires as the data collection method. Purposive sampling was used to sample 152 hotel employees within the West of Malaysia. Structural Equation Modelling was used to analyze the data using SmartPLS software. Results indicated that leadership, motivation, communication, and work environment and infrastructure had significant relationship with employee innovation and creativity. Apart from that, leadership, motivation and communication also have significant relationship with the employee turnover intention. Turnover is a major issue within companies not only for the company’s sustainability, but also for the health and wellbeing of their employees. As an implication, organizations should understand that their leadership characteristic and environment has a tremendous impact to burnout and employee performance.

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