scholarly journals A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

2011 ◽  
Vol 24 (1) ◽  
pp. 75-102
Author(s):  
Junho Lee ◽  
Jihwan Park
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Task Conflict ◽  
Mediating Effects ◽  
Intragroup Conflict ◽  
Chinese Workers ◽  
The Impact ◽  
The Relationship ◽  
And Task

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

scholarly journals The Relationship between Energy Poverty and Individual Development: Exploring the Serial Mediating Effects of Learning Behavior and Health Condition

2021 ◽  
Vol 18 (16) ◽  
pp. 8888
Author(s):  
Yiming Xiao ◽  
Han Wu ◽  
Guohua Wang ◽  
Shangrui Wang
Keyword(s):  
General Social Survey ◽  
Health Condition ◽  
Mediating Effect ◽  
Individual Development ◽  
Mediating Effects ◽  
Learning Behavior ◽  
Energy Poverty ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Energy poverty has negative impacts on the residents' life from various aspects. A comprehensive understanding of these impacts is the top priority in energy poverty governance. Previous qualitative studies have shown that energy poverty has the potential to negatively impact the individual development of residents through multiple pathways. However, few scholars have explored this issue from a quantitative perspective. To fill the gaps in existing research, this study aims to examine the impact of energy poverty on individual development and explore the serial mediating effects of learning behavior and health condition in the relationship. A total of 2289 valid samples are obtained from the dataset of Chinese General Social Survey (CGSS). SPSS 26.0 and PROCESS 3.5 are used to conduct serial mediating effects analysis. The results show that energy poverty can significantly negatively impact the individual development of residents. Learning behavior and health condition are found to independently or serially mediate the relationship between energy poverty and individual development. Health condition has the stronger mediating effect, whereas the mediating effect of learning behavior is weaker. This study may contribute to a better understanding of the consequences of energy poverty in government and academia.

The effect of servant leadership on turnover intentions: mediating effects of perceived organizational support, job satisfaction and job embeddedness

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Mediating Effect ◽  
Full Time ◽  
Mediating Effects ◽  
Content Type

Purpose The purpose of this study is to provide a theoretical foundation for the effects of servant leadership and to examine the mediating effects of perceived organizational support, job satisfaction and job embeddedness on employees turnover intentions. Design/methodology/approach Data is gathered from the responses of 115 full-time employees from a number of organizations in a metropolitan area in the southeastern United States to a questionnaire survey. Findings Servant leadership is a significant predictor of POS, job embeddedness and job satisfaction. Support is found for the mediating effect of POS and job embeddedness on the servant leadership-turnover intentions relationship. Practical implications Organizations can put steps into place to decrease turnover intentions through increasing links between individuals within the workplace and community, increasing potential sacrifices and adopting a servant leadership style of management. Originality/value This paper has an original approach as it examines the mechanisms through which servant leadership affects turnover intentions.

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.

Retaining talent by enhancing organizational prestige

2015 ◽  
Vol 44 (4) ◽  
pp. 454-469 ◽  
Author(s):  
Neerpal Rathi ◽  
Kidong Lee
Keyword(s):  
Affective Commitment ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Retail Sector ◽  
Theoretical Understanding ◽  
Content Type ◽  
Perceived External Prestige ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the impact of perceived external prestige on turnover intentions among retail employees in India. Moreover, this study aims to explore the mediating effect of affective commitment on the relationship between perceived external prestige and turnover intentions. Design/methodology/approach – This study is quantitative in nature. The data for the present study were collected from 186 employees working in various retail stores. Existing, established scales were used to measure the research constructs. Findings – The results of the study indicate a negative relationship between perceived external prestige and turnover intentions. A negative relationship was observed between affective commitment and turnover intentions. Moreover, affective commitment was observed to partially mediate the relationship between perceived external prestige and turnover intentions. Practical implications – This study provides valuable insights into understanding the significance of perceived external prestige in retaining employees working in the retail sector. Findings of the study indicate that adoption of non-conventional human resource strategies, like a focus on enhancing external prestige of the organization may be one of the ways to enhance employee commitment and reduce turnover intentions, and thus to retain employees in economies with highly mobile workforce. Originality/value – This research has investigated the significance of perceived external prestige in retaining employees in a context which is different, in several ways, from contexts where most of the previous research has been conducted. It, thus, contributes to current theoretical understanding about perceived external prestige and it impact on work attitudes.

scholarly journals The Impact of Knowledge Sharing on the Relationship between Organizational Culture and Job Satisfaction: the Perception of Information Communication and Technology (ICT) Practitioners in Hong Kong

2013 ◽  
Vol 3 (1) ◽  
pp. 9 ◽  
Author(s):  
Canon Tong ◽  
Walder Ip Wah Tak ◽  
Anthony Wong
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Hong Kong ◽  
Knowledge Sharing ◽  
Empirical Evidence ◽  
Insurance Industry ◽  
Mediating Effect ◽  
Ict Industry ◽  
The Impact ◽  
The Relationship

Purpose - The purpose of this article is to analyze the impact of knowledge sharing on the relationship between organizational culture and job satisfaction of ICT industry in Hong Kong so that appropriate strategies can be put in place by relevant decision-makers to enhance corporate performance. Design/Methodology/Approach - The research includes items of culture dimension, knowledge sharing dimension, job satisfaction dimension and demographic information. Data collected from 228 valid respondents by an internet-based self-administrative anonymous questionnaire survey were analyzed by factor analysis and multiple regressions; validity, reliability and the mediating effect of knowledge sharing were also tested. Findings - Research findings revealed that organizational culture significantly influences knowledge sharing and job satisfaction and that knowledge sharing plays an important mediating role between organizational culture and job satisfaction. Practical Implications - The insightful results provide empirical evidence as potential guidance to employers of ICT industries and management to establish appropriate strategies to retain valuable staff and improve the efficiency of their human resources including incentive and reward policies. Originality/Value - This research studied the relationships between organizational culture, knowledge sharing and job satisfaction in Hong Kong context since most of the previous studies has focused on western countries. It is unique in that it investigated the mediating effects of knowledge sharing on job satisfaction of ICT practitioners in Hong Kong. The results of this research provide empirical evidence to guide employers and managers towards a collaborative and beneficial organizational culture, enhancement of knowledge sharing practices, and sustainable human resource strategies.   Keywords Organizational Culture, Knowledge Sharing, Job Satisfaction, China insurance Industry, Foreign Fund, Challenge

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 mediating effect of utility of informal organization between participation of informal organization and job satisfaction

2012 ◽  
Vol 25 (4) ◽  
pp. 681-700
Author(s):  
Minji Kang ◽  
Kyehoon Lee ◽  
Kwangsu Moon ◽  
Shezeen Oah
Keyword(s):  
Job Satisfaction ◽  
Mediating Effect ◽  
Mediating Effects ◽  
Affective Communication ◽  
Informal Organization ◽  
The Relationship ◽  
The Way

The purpose of the present study was to examine the influence of participation in informal organization on the job satisfaction. This study also attempted to find out the mediating effects of utility of informal organization in the relationship between participation and job satisfaction. Based on previous research, we classified utility into affective, communication, instrumental utility. Data were collected from 206 workers employed in various organizations. It was found that participation in informal organization were significantly related with high job satisfaction. In addition, the toeal utility were fully mediating the relationship between participation and job satisfaction. Affective, communication utilities had full mediating effects and instrumental utility had a partial mediating effect. This finding suggest that organizations should actively support informal organizations and find the way to encourage employees to participate informal organizations.

The mediating effects of green organizational citizenship on the relationship between green transformational leadership and green creativity: evidence from hotels

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mert Öğretmenoğlu ◽  
Orhan Akova ◽  
Sevinç Göktepe
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Relevant Literature ◽  
Mediating Effect ◽  
Mediating Effects ◽  
Confirmatory Factor Analyses ◽  
Content Type ◽  
Organizational Citizenship Behaviours ◽  
The Impact ◽  
The Relationship

PurposeAwareness of environmental and environmental ethical behaviours are increasing day by day in the hospitality sector. Concepts are examined more and more from the “green” point of view. This study aims to reveal the impact of green transformational leadership on green creativity and the mediating effects of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity in the context of hospitality.Design/methodology/approachThis study was designed according to the quantitative approach. Hotel employees in Istanbul, Turkey (N = 201) provided data later analysed in three stages. First, JAMOVI software outputs provided descriptive statistics. Second, confirmatory factor analyses ensured the validity of the research. Third, SmartPLS was used to test the hypotheses of the study.FindingsThe results revealed that green transformational leadership positively affects employees' green creativity and green organizational citizenship behaviours. Moreover, green organizational citizenship behaviours partially mediate the relationship between green transformational leadership and green creativity.Originality/valueTo the best of our knowledge, no research examines the mediating effect of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity. This research will contribute to the relevant literature by filling this gap. This study is original in its attempt to reveal the nature of green organizational behaviours of hospitality employees. It contributes to the literature on green transformational leadership, green creativity and green organizational citizenship behaviours.

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.

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