scholarly journals Employee Involvement and Job satisfaction in Automobile Industry with Special reference to Ashok Leyland

2013 ◽  
Vol 1 (2) ◽  
pp. 324-331
Author(s):  
RAJESWARI P S ◽  
RAVILOCHANAN P ◽  
INDUPRIYA K
Keyword(s):  
Job Satisfaction ◽  
Special Reference ◽  
Automobile Industry ◽  
Employee Turnover ◽  
Employee Involvement ◽  
Economic Downturn ◽  
Hr Management

Prime challenge for HR today is how to engage and ultimately retain employees particularly among an economic downturn. It is highly critical for the management to reduce the employee turnover .Hence it involves the role of HR management to devise the HR Strategies to stimulate the employee Involvement and Job satisfaction. More recently employee Involvement and Job satisfaction has become an area of focus within organizations for the purpose of retention as a means of avoiding expensive employee replacement costs resulting from staff who voluntarily quit their jobs.

Job crafting and turnover intention: The mediating role of work engagement and job satisfaction

2020 ◽  
Vol 48 (2) ◽  
pp. 1-9 ◽  
Author(s):  
Taotao Zhang ◽  
Bingxiang Li
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Employee Turnover Intention ◽  
Validated Questionnaire

The aims in this study were to examine the influence of job crafting, job satisfaction, and work engagement on employee turnover intention, and to investigate the role of work engagement and job satisfaction as mediators in the relationship between job crafting and employee turnover intention. A validated questionnaire was used to collect data from 212 employees of a service company in China. The results of structural equation modeling showed that work engagement and job satisfaction partially mediated the job crafting–turnover intention relationship. These findings extended prior research and confirmed that job crafting, job satisfaction, and work engagement were each a predictor of employee turnover intention. These findings suggest that the turnover intention of employees could be reduced through generating job-crafting behaviors, and by improving job satisfaction and work engagement.

scholarly journals Linking Organizational Identification to Job Embeddedness in Indian Context: Role of Job Satisfaction and Perceived Organizational Support

2015 ◽  
Vol 10 (12) ◽  
pp. 258
Author(s):  
Sumit Kumar Ghosh
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Organizational Identification ◽  
Employee Turnover ◽  
Perceived Organizational Support ◽  
Job Embeddedness ◽  
Indian Context ◽  
Survey Responses ◽  
The Relationship

<p>The study was undertaken to link organizational identification with job embeddedness in Indian context. Literature review suggested that though there is a case for linking these two variables there are hardly any study which has empirically tried to explore this relationship particularly in Indian context. For addressing this gap in the literature, a survey was conducted using established scales. In all 325 usable survey responses from executives working in various sectors in India were analyzed using regression analysis. The results show that organizational identification and job embeddedness are strongly related. However, hypotheses stating that the perceived organizational support and job satisfaction will accentuate this relationship were not supported. These findings along with the finding that organizational identification and job embeddedness are strongly related, throws up a few implications for the practicing managers. Overall this study attempts to contribute to the literature by empirically examining the relationship between organizational identification and job embeddedness as the existing literature on this relationship is scant. Moreover, the context of the study being India, the findings of the study will contribute to the implications for practicing managers in India for arresting employee turnover.</p>

Employee Turnover Intentions: The Role of the Supervisor’s Support and Job Autonomy with Job Satisfaction Acting as a Mediator: A Case of Paramedical Staff in Thai Government Hospital

2019 ◽  
Vol 16 (11) ◽  
pp. 4789-4797
Author(s):  
Sakapas Saengchai ◽  
Khajornsak Thaiprayoon ◽  
Kittisak Jermsittiparsert
Keyword(s):  
Job Satisfaction ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Autonomy ◽  
Government Hospital ◽  
Paramedical Staff ◽  
Thai Government ◽  
Employee Turnover Intentions ◽  
The Relationship

The prime objective of the current study is to explain the relationship between employee turnover intentions, supervisors support, job autonomy and job satisfaction. Furthermore, the mediating role of job satisfaction in the relationship between job autonomy, employee turnover intentions and supervisors support are examined. We have used the SEM-PLS as a statistical tool to achieve the objectives of the current study. The data is collected with the aid of an adapted questionnaire. The operation managers and finance managers of Indonesian manufacturing firms are chosen as the final sample of the current study. The current study focused on job satisfaction, and it is argued that job autonomy is a key determinant of job satisfaction, as greater autonomy will lead to more satisfaction and lower the turnover. Meanwhile, the findings of the study have revealed the fact that supervisor support is also a key factor. The results of the study are providing support to the proposition of agency theory and resource-based theory. Overall the findings of the current study are in line with the proposed findings. The paramedical staff of Thai government hospital is chosen as the sample of the study.

scholarly journals Linking Factors Contribute to Work Engagement Among Online Food Delivering Executives with Special Reference to Coimbatore

2019 ◽  
Vol 8 (12S) ◽  
pp. 536-537
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Special Reference ◽  
Work Engagement ◽  
Descriptive Analysis ◽  
Positive Outcome ◽  
High Productivity ◽  
Positive Engagement ◽  
High Work

A positive engagement model helps to bring a positive outcome among the employees. Study shows that employees with high work engagement are energetic and dedicated to work. The concept is also related with job satisfaction. It shows that the employees with high work engagement are highly satisfied with the job. It also reveals that work engagement is positively correlated with productivity. Employees with high work engagement are highly productive in their work. Online food delivering industry is a booming industry and demands people with high productivity. The article discusses about the role of work engagement among online food delivering executives. Multiple regression analysis was performed in order to identify the variables which contribute to the work engagement among online food delivering executives. Descriptive analysis was done to know the demographic profile of the online food delivering executives

scholarly journals THE IMPACT OF LEADERSHIP ON TURNOVER INTENTION: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION

2017 ◽  
pp. 27-41 ◽  
Author(s):  
Alicia Jia Ping Lim ◽  
Joshua Teck Khun Loo ◽  
Pey Huey Lee
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Mediating Effect ◽  
Organisational Commitment ◽  
Mediating Role ◽  
The Relationship ◽  
A Company

High undesirable employee turnover is a prevalent issue in today’s contemporary business organisations which has resulted in both direct and indirect costs for organisations. This research was carried out in the Finance Shared Service Center (SSC) of a company where the employee turnover rate is increasing at an alarming rate over the past three years. This study was conducted to investigate the relationship between transformational leadership, job satisfaction, organisational commitment and turnover intention. In particular, this study focuses on the mediating effect of job satisfaction and organisational commitment on the relationship between transformational leadership and turnover intention. A total of 100 useable responses were collected from the total population in the Finance SSC of a company using survey method. The data collected were analysed by using SPSS version 22 and SMART PLS 3.0. Partial Least Squares Structural Equation Modelling (PLS-SEM) approach was deployed to validate the research model and the research hypotheses. Result reveals an insignificant negative relationship between transformational leadership and turnover intention. However, job satisfaction is demonstrated to fully mediate the relationship between transformational leadership and turnover intention. Transformational leadership indirectly influences turnover intention through mediating role of job satisfaction. This study provides both theoretical contribution and managerial recommendations. Limitation of this study relates to cross sectional design and small sample size. Hence, it is recommended that future research should consider longitudinal study and to conduct similar research for the entire industry or in other organisational contexts.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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