scholarly journals Um modelo para lidar com condições limite relacionadas ao papel moderador da Gestão de Recursos Humanos no caso de intenções de rotatividade dos trabalhadores

2017 ◽  
Vol 8 (1) ◽  
pp. 3
Author(s):  
Kabiru Maitama Kura
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Organizational Politics ◽  
Contextual Factor ◽  
Future Research ◽  
Comprehensive Review ◽  
Hrm Practices ◽  
Recursos Humanos ◽  
Moderating Role

Following a comprehensive review of the existant literature on human resource management (HRM) and organizational behavior, this paper proposes a conceptual model that highlights the role of contextual factor in affecting HRM practices-turnover intention relationships. More specifically, we propose that perceived organizational politics may play a moderating role between HRM practices and employees’ turnover intention. Propositions and directions for future research on employees’ turnover decisions are also offered.

scholarly journals Job insecurity: Mediator or moderator of the relationship between type of contract and various outcomes?

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
Nele De Cuyper ◽  
Hans De Witte
Keyword(s):  
Turnover Intention ◽  
Job Insecurity ◽  
Future Research ◽  
Temporary Workers ◽  
Organisational Commitment ◽  
Wide Range ◽  
The Relationship ◽  
Moderating Role ◽  
Positive Work

Research on the consequences of job insecurity among temporary workers has been largely exploratory. This study investigates whether job insecurity either mediates or moderates the relationship between type of contract (temporary versus permanent) and its outcomes. It extends previous research by including a wide range of outcomes (job satisfaction, engagement, organisational commitment, trust, general health, irritation, turnover intention, performance, and positive work life interference), most of which have not yet been considered in this context. Results (N = 656) point to the moderating role of job insecurity, however only for outcomes reflecting immediate reactions. Implications for future research are discussed.

scholarly journals THE IMPACT OF WELL-BEING AT WORK AND PSYCHOLOGICAL CAPITAL OVER THE TURNOVER INTENTION: A STUDY OF TEACHERS

2019 ◽  
Vol 20 (2) ◽  
Author(s):  
ANGELO POLIZZI FILHO ◽  
JOSÉ A. C. S. CLARO
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Design Methodology ◽  
Affective Commitment ◽  
Psychological Capital ◽  
Well Being ◽  
The University ◽  
The Impact ◽  
Moderating Role

ABSTRACT Purpose: To investigate a theoretical conceptual model for the intention of rotation, analyzing its relationship with well-being at work, psychological capital and intention of rotation. Originality/value: The study contributed to present unpublished aspects and an apparent gap in the theoretical revision of the national literature by the absence of research investigating the relations between psychological capital and intention of rotation. Design/methodology/approach: Research of empirical nature and quantitative approach. We tested four hypotheses regarding the interactions of the variables, using a self-completion questionnaire containing five validated and accurate Brazilian measures. Findings: The hypotheses were confirmed, indicating that teachers have a well-being at work composed of greater satisfactions with colleagues, managers and tasks, and minors with salaries and promotions, medium indexes of involvement with work and affective commitment to the university in which they worked, revealing a low intention of rotation. In the international literature, the concept of psychological capital arises, proposing us future investigations and creating a line of research in Brazil in the measurement of the moderating role of psychological capital in the relations between constructs of organizational behavior. It is essential that other professional categories be studied in the search for evidence about the use of psychological capital as a moderating variable in the relation between the objective dimensions of this study.

Trade Union Membership and Job Satisfaction

1987 ◽  
Vol 17 (4) ◽  
pp. 160-164 ◽  
Author(s):  
Stephen D. Bluen ◽  
Caroline van Zwam
Keyword(s):  
Job Satisfaction ◽  
Union Membership ◽  
Research Priorities ◽  
Future Research ◽  
Non Union ◽  
Study Results ◽  
Worker Satisfaction ◽  
The Relationship ◽  
Moderating Role

The relationship between union membership and job satisfaction, and the moderating role of race and sex is considered in this study. Results show that both race and sex interact with union membership in predicting job satisfaction. A significant 2 × 2 × 2 (union membership × race × sex) interaction showed that white, non-unionized females were less satisfied with their work than black, non-unionized females. In addition, sex moderated the relationship between union membership and co-worker satisfaction: Whereas unionized males were more satisfied with their co-workers than unionized females, the opposite was true for the non-unionized subjects. Finally, union members and non-members differed regarding promotion opportunities: Union members were more satisfied with their promotion opportunities than non-union members. On the basis of the findings, implications and future research priorities are discussed.

Career Plateau and Turnover Intention in Chinese Employees: Career Anchor as Moderator

2015 ◽  
Vol 43 (5) ◽  
pp. 757-766 ◽  
Author(s):  
Yueran Wen ◽  
Liu Liu
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Management Practices ◽  
Career Anchor ◽  
Career Plateau ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

Based on a survey of 147 Chinese employees, we examined the relationship between perceived career plateau and turnover intention, and the moderating role of career anchor in challenge in this process. We hypothesized that perceived career plateau would be positively related to turnover intention, and that this relationship would be stronger in employees with a higher level of career anchor in challenge than in those with a lower level. The results showed that perceived career plateau had a strong positive relationship with turnover intention, especially in employees with a high level of career anchor in challenge. These findings have implications for research in career development and turnover intention, as well as in management practices.

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