Predictors of Propensity to Turnover in the Construction Industry

2000 ◽  
Vol 86 (3) ◽  
pp. 1000-1002 ◽  
Author(s):  
Mel Schnake ◽  
Michael P. Dumler
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Construction Industry ◽  
Moderate Size ◽  
Intrinsic Satisfaction ◽  
Perceived Equity ◽  
Size Firm ◽  
Extrinsic Satisfaction

Relationships among perceived equity job satisfaction, organizational commitment, and propensity to turnover were investigated in a moderate-size firm in the construction industry. Analyses for 79 hourly male employees showed the strongest predictor of propensity to turnover was extrinsic satisfaction. This finding is contrary to previous research that showed strongest links between intrinsic satisfaction and propensity to turnover. Satisfaction with a supervisor was also significantly and positively related to propensity to turnover.

Effects of Organizational Fairness on Japanese Sales Personnel

1993 ◽  
Vol 1 (4) ◽  
pp. 5-24 ◽  
Author(s):  
Alan J. Dubinsky ◽  
Masaaki Kotabe ◽  
Chae Un Lim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sales Personnel ◽  
Organizational Fairness ◽  
Perceived Equity ◽  
And Performance

Research has found that perceptions of equity can affect such critical variables as job satisfaction, withdrawal tendencies, and performance of U.S. workers. Whether similar results would generalize to sales personnel in the equity-oriented Japanese environment is unknown. This article presents the results of a study that examined the influence of organizational fairness (a measure of perceived equity) on Japanese salespeople's job satisfaction, organizational commitment, motivation, and performance. Findings indicate that organizational fairness has an impact on Japanese sales personnel. Implications are also provided.

scholarly journals The effect of job characteristics on intrinsic and extrinsic job satisfaction: the moderating role of psychological capital

Psychologica ◽  
2019 ◽  
Vol 62 (1) ◽  
pp. 39-56
Author(s):  
David Montesa García ◽  
Isabel Rodríguez Molina ◽  
Jorge Magdaleno Marco
Keyword(s):  
Job Satisfaction ◽  
Information Processing ◽  
Psychological Capital ◽  
Job Characteristics ◽  
Intrinsic Satisfaction ◽  
Positive Effects ◽  
Negative Effect ◽  
Extrinsic Satisfaction ◽  
Moderating Role

This paper analyzes the differential effects of autonomy, skill variety, work significance, feedback from the job, and information processing on intrinsic and extrinsic job satisfaction, and the moderating role of psychological capital (PsyCap) in these relationships. The influence of job characteristics on job satisfaction has been well established in previous research, but the distinction between intrinsic and extrinsic satisfaction has hardly been considered. Moreover, their effects also depend on workers’ characteristics. PsyCap is a set of resources (self-efficacy, optimism, hope, and resilience) that could strengthen the positive effects of job characteristics and provide protection from negative ones. Hierarchical regressions analyzed data from 1647 workers in Spanish organizations. Results showed positive relationships between autonomy and feedback from the job and the two satisfaction dimensions, whereas significance and information processing were negatively related to extrinsic satisfaction. Moreover, PsyCap strengthens the positive effect of information processing and autonomy on intrinsic satisfaction, and it weakens the negative effect of information processing on extrinsic satisfaction. However, it also increases the negative effect of significance on extrinsic satisfaction. Therefore, job enrichment would be beneficial for intrinsic satisfaction, especially for people with high PsyCap, but it could be negative for extrinsic satisfaction.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

The Effect of the Organizational Culture Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment

2019 ◽  
Vol 118 (2) ◽  
pp. 43-50
Author(s):  
Jae-Won Choi ◽  
Keo-Young Song ◽  
Seok-Kee Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Active Population ◽  
Corporate Organization ◽  
Wage Earners ◽  
Socioeconomic Problems

Background/Objectives: According to the National Statistical Office's August 2018 「Survey of the economically active population and additional surveys by type of work」, the proportion of irregular workers among all wage earners stands at 32.9 percent. As such, irregular workers play a certain role in various sectors of the corporate organization, but they are a source of conflict within the organization due to treatment inequality and discrimination. Such conflicts within corporate organizations are further cited as causing socioeconomic problems. In this study, we intend to identify the types of organizational culture that affect the job satisfaction and organizational commitment of irregular workers to help establish a desirable organizational culture, mitigate negative conflicts within the organization and improve organizational performance.

Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

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