scholarly journals The Effect of Perception of Organizational Politics on Turnover Intention: The Mediating Effect of Stress and Organizational Commitment and Moderating Effect of Honesty

2013 ◽  
Vol 26 (3) ◽  
pp. 413-436 ◽  
Author(s):  
장진혁 ◽  
Tae-Yong Yoo
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Organizational Politics ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Perception Of Organizational Politics

scholarly journals The effect of perception of organizational politics on turnover intention

2013 ◽  
Vol 26 (3) ◽  
pp. 413-436
Author(s):  
JinHyeok Jang ◽  
TaeYong Yoo
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Positive Relationship ◽  
Organizational Politics ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Future Research ◽  
The Third ◽  
Perception Of Organizational Politics ◽  
The Relationship

The first purpose of this study was to examine the effect of perception of organizational politics and stress on turnover intention. The second was to examine the mediating effect of stress and organizational commitment in the relationship between perception of organizational politics and turnover intention. The third was to examine the moderating effect of honesty in the relationship between perception of organizational politics and stress. Data were gathered from 203 employees who were working in various organizations in Korea. As results, perception of organizational politics and stress had positive relationship with turnover intention. Stress and organizational commitment sequentially mediated in the relationship between perception of organizational politics and turnover intention. Also, honesty had moderating effect in the relationship between perception of organizational politics and stress because the relationship was more positive when honesty was high than low. Finally, implication of results and limitations and future research tasks were discussed.

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.

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.

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