scholarly journals The Study on the Relationship of Workplace Flexibility and Turnover Intention and Innovative Work Behavior: Based on Meditating Effect of Work-growth Balance, Perceived Organizational Support and Moderating Effect of Self-leadership

2013 ◽  
Vol 26 (1) ◽  
pp. 149-176 ◽  
Author(s):  
Hyun-Sun Chung ◽  
Park,Dong-Kun ◽  
Hyun-Chul Yang
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Moderating Effect ◽  
Work Behavior ◽  
Workplace Flexibility ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Relationship Of ◽  
The Relationship

scholarly journals The study on the relationship of workplace flexibility and turnover intention and innovative work behavior

2013 ◽  
Vol 26 (1) ◽  
pp. 149-176
Author(s):  
HyunSun Chung ◽  
HyunChul Yang ◽  
DongGun Park
Keyword(s):  
Future Study ◽  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Work Behavior ◽  
Workplace Flexibility ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Relationship Of ◽  
The Relationship

The purpose of the present study was to investigate the influence of workplace flexibility on turnover intention and innovative work behavior in workplace and the mediating roles of work-growth balance and perceived organizational support. In addition, this study examined the moderating effect of self-leadership in the relationship between workplace flexibility and work-growth balance and perceived organizational support. The results from 182 participants provided evidences that (a)workplace flexibility was positively related to the work-growth balance and perceived organizational support, (b) work-growth balance and perceived organizational support were negatively related to the turnover intention and positively related to the innovative work behavior, (c) work-growth balance and perceived organizational support mediated the relationship between workplace flexibility and turnover intention and innovative work behavior. The study revealed that self-leadership moderated the relationship between workplace flexibility and work-growth balance and perceived organizational support. Based on the results, implications of these findings, limitations and future study directions were discussed.

Workplace spirituality, perceived organizational support and innovative work behavior

2017 ◽  
Vol 29 (2) ◽  
pp. 95-109 ◽  
Author(s):  
Bilal Afsar ◽  
Yuosre Badir
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Workplace Spirituality ◽  
Mediating Effect ◽  
Work Behavior ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Relationship Of ◽  
First Time

Purpose Synthesizing theories of innovative work behavior, workplace spirituality and person-organization (P-O) fit, this paper aims to build and test a theoretical model linking workplace spirituality, perceived organizational support (POS) and innovative work behavior via P-O fit. This study examined the mediating effect of P-O fit on the relationship of workplace spirituality and POS with innovative work behavior (IWB). Design/methodology/approach A sample of 434 employees and 59 supervisors from five leading hotels of China was used for this study. Findings This study found that workplace spirituality and POS both positively affected P-O fit. Workplace spirituality, P-O fit and POS positively influenced innovative work behavior. P-O fit acted as a partial mediator between workplace spirituality and IWB and between POS and IWB. Originality/value This study has tested the effect of workplace spirituality as an antecedent of innovative work behavior for the first time.

scholarly journals A Model for Enhancing Innovative Work Behavior

2020 ◽  
Vol 9 (2) ◽  
pp. 132-139
Author(s):  
Atfa Suryo Nugroho ◽  
Desti Ranihusna
Keyword(s):  
Organizational Learning ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Work Behavior ◽  
Test Reliability ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

This study aims to examine and determine the relationship between organizational learning and perceived organizational support for innovative work behavior through work engagement mediation. The study was conducted on 210 employees of CV. Laksana the sampling technique using incidental sampling technique. This study uses data collection techniques using a questionnaire. Using analysis tools, namely SmartPLS 3.0. Researchers tested the relationship with various tests, namely the validity test, reliability test, hypothetical and simultaneous hypothesis testing. From the results of this study it can be concluded that organizational learning has a significant effect on innovative work behavior. While the perception of organizational support has no significant effect on innovative work behavior. Work engagement mediates the relationship between organizational learning and perceived organizational support for innovative work behavior. Suggestions for further research can use other variables to improve employees’ innovative work behavior.

scholarly journals Mediating Effect of Perceived Organizational Support on the Relationship between Leader-Member Exchange and the Innovation Work Behavior of Nursing Employees: A Social Exchange Perspective

2020 ◽  
Vol 2 (1) ◽  
pp. 67-76
Author(s):  
Fahad Ahmed Qureshi ◽  
Qamar Zaman ◽  
Mubeen Butt
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Work Behavior ◽  
Leader Member Exchange ◽  
Innovative Work Behavior ◽  
Member Exchange ◽  
Innovative Behaviour ◽  
Innovative Work ◽  
The Relationship

The present study aimed at investigating the relationship between Leader-Member Exchange and Innovative Work Behavior in Pakistani nursing sector. Additionally, the study examined the relationship between Leader-Member Exchange as an independent variable and dependent variable Innovative Work Behavior moreover it has examined the impact of Leader-Member Exchange and Innovative Work Behavior further this explored mediating role of Perceived Organization Support between Leader-Member Exchange and Innovative Work Behavior. The main study was conducted through systematic randomly selected sample of 400 nurses of ages between 24 and 60 belonging to public and private sector hospitals at Lahore.  Survey method was used to collect data. Correlation analysis exposed the significance and strength of relationships between variables i.e. Innovative Behaviour, Perceived Organizational Support (POS) and Leader-Member Exchange (LMX). Moreover, regression analysis was performed for direct relationships. Baron and Kenny (1986) method are used for mediation analysis. The results showed that Perceived Organizational Support (POS) partially mediate between Leader-Member Exchange (LMX) and Innovative Behaviour. The LMX and POS, POS and IWB and LMX and IWB have significant relation which are 0.569(0.000),0.232(0.000) and 0.521(0.000).

Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

2020 ◽  
Vol 33 (7) ◽  
pp. 1431-1447 ◽  
Author(s):  
Shalini Srivastava ◽  
Swati Agrawal
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Resistance To Change ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

scholarly journals Relationship between employability and turnover intention: The moderating effects of organizational support and career orientation

2019 ◽  
Vol 26 (2) ◽  
pp. 241-262 ◽  
Author(s):  
Yevhen Baranchenko ◽  
Yizhong Xie ◽  
Zhibin Lin ◽  
Marco Chi Keung Lau ◽  
Jie Ma
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Questionnaire Survey ◽  
Perceived Organizational Support ◽  
Moderating Effect ◽  
Career Orientation ◽  
Strong Impact ◽  
Moderating Effects ◽  
The Impact ◽  
The Relationship

AbstractThis study examines the impact of employability on turnover intention by differentiating internal and external employability, and considering the possible moderating roles of perceived organizational support (POS) and career orientation. Using a sample of 411 responses to a two-wave questionnaire survey generated from six cities in China, we find that external employability positively influenced turnover intention, but internal employability negatively influenced turnover intention. The results also indicate that POS had a positive moderating effect only on the relationship between external employability and turnover intention. Furthermore, for employees with disengaged career orientation, external employability exerts a strong impact on turnover intention. This study adds to the limited research empirically linking employability and turnover intention, whereas the findings can be used by HRM practitioners to factor in organizational support and career orientation initiatives that improve the retention of employees with high external employability.

scholarly journals The Effect of Workplace Spirituality, Perceived Organizational Support, and Innovative Work Behavior: The Mediating Role of Psychological Well-Being

2021 ◽  
Vol 24 (1) ◽  
pp. 63
Author(s):  
Masyhuri Masyhuri ◽  
Pardiman Pardiman ◽  
Siswanto Siswanto
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Workplace Spirituality ◽  
Well Being ◽  
Work Behavior ◽  
School Staff ◽  
Psychological Well Being ◽  
Innovative Work Behavior ◽  
Mediating Role ◽  
Innovative Work

This research investigating the innovative work behavior of teachers and school staff during the Covid-19 pandemic is still rarely studied, so it has contributed to improving the behavior of teachers and school staff in Indonesia during the Covid-19 pandemic. The purpose of this study was to analyze and examine the direct influence of workplace spirituality and perceived organizational support on the innovative work behavior of teachers and school staff. Besides, exploring the mediating role of psychological health variables. The research sample was 379 teachers and school staff that is analyzed using SEM-PLS. The results showed that workplace spirituality and perceived organizational support had a direct effect on innovative work behavior.Psychological well-being also affects innovative work behavior. This study also shows that psychological well-being has a role in mediating the influence between work-place spirituality and perceived organizational support for innovative work behavior. This study indicates that workplace spirituality and workplace spirituality can be directly and indirectly through psychological well-being to increase the innovative behavior of teachers and school staff in learning activities at school.

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