scholarly journals An Empirical Analysis of Work Overload, Organizational Commitment and Turnover Intentions among Employees of Banking Sector

2020 ◽  
Vol 6 (2) ◽  
pp. 781-788
Author(s):  
Qasim Shahzad ◽  
Bahadar Shah ◽  
Muhammad Waseem ◽  
Hazrat Bilal
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Turnover Intention ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Behavioral Outcomes ◽  
Critical Factor ◽  
Decision Makers ◽  
Work Overload

The work overload is often considered as the most critical factor which effects the employees’ commitment and turnover intention toward organization, therefore, the current study aims to evaluate effects of Work Overload (WO) on Organizational Commitment (OC) and Turnover Intentions (TOI) of employees. The data was collected from 296 employees of selected banks.  The data was assessed through Pearson Correlation and Regression equation. It was found that work overload negatively influenced organizational commitment while positively affects employees’ turnover intentions. The findings of this study can help the decision makers to effectively manage employees’ workload and to improve organizational commitment and reduce employees’ turnover intentions. Such type of behavioral outcomes has the potential to augment organizational performance.

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.

scholarly journals The Impact of Perceptions of Training on Employee Commitment and Turnover Intention: Evidence from Pakistan

2013 ◽  
Vol 3 (1) ◽  
pp. 74 ◽  
Author(s):  
Muhammad Ashar ◽  
Mudasar Ghafoor ◽  
Easha Munir ◽  
Sadia Hafeez
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Affective Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Business Environment ◽  
Significant Positive Association ◽  
Relationship Of ◽  
The Impact

To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. The objective of our study is to investigate relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. Later on we investigate relationship of affective commitment with employee turnover intentions. For this purpose questionnaire were considered as a tool to get responses from telecom and banking sector of Pakistan. Total 150 questionnaires were distributed and 123 useful questionnaires were received at a response rate of 82%. Statistical tools that used to analyze the relationships were Pearson moment quotient and linear regression. The result shows significant positive association of both training perceptions with affective commitment. The finding also shows significant negative association of affective commitment with employee turnover intention. This study helps managers to understand training-attitude-organizational performance relationship. Key Words: Training Perceptions, Affective Commitment, Turnover Intention, HR Practices 

scholarly journals Job Insecurity, Organizational Commitment, Financial Responsibility, and Turnover Intention, a Test of Three-Way Interaction

2018 ◽  
Vol 11 (6) ◽  
pp. 213
Author(s):  
Faris Alghamdi
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Job Insecurity ◽  
Pearson Correlation ◽  
Behavioral Outcomes ◽  
Hierarchical Regression ◽  
Financial Responsibility ◽  
Contract Employees ◽  
Negative Effect ◽  
Moderator Role

Job insecurity as a hindrance stressor has a negative effect on behavioral outcomes. The current study investigates the association between job insecurity and turnover intention among fixed-contract employees in Albaha province, Saudi Arabia. Additionally, it examines the moderator role of organizational commitment and financial responsibility in the association between job insecurity and turnover intention. 105 fixed- contract employees working in pubic organizations participated in the study. Pearson correlation analysis and hierarchical regression analysis revealed that job insecurity was positively and significantly related to turnover intention, as well as job insecurity, organizational commitment and financial responsibility interact in the predication of turnover intention (3-way interaction).

scholarly journals Job Satisfaction and Organizational Commitment: Valid Predictors of Turnover Intentions

2020 ◽  
Vol 6 (4) ◽  
pp. 931-939
Author(s):  
Uzma Ashiq ◽  
Nargis Abbas ◽  
Syed Salman Hassan ◽  
Usman Riaz Mir
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Economic Condition ◽  
Critical Issue ◽  
Influential Factors ◽  
Conventional Banks ◽  
The Impact ◽  
Survey Questionnaires

Human resource capital is the most strategic part of any organization. Retention of human resources is a critical issue these days. Keeping in view the importance of human capital and its retention, present study aimed to explore the impact of two strong predictors, job satisfaction and organizational commitment, on turnover intentions of employees in banking sector of Pakistan. 250 Survey questionnaires are distributed in Islamic and Conventional banks to elicit responses of professionals among which 207 questionnaires are returned and used for analysis. Findings reveal surprisingly contradictory results from previous studies. Job Satisfaction and organizational commitment are having very negligible impact on turnover intentions. Although employees are not much satisfied as well as committed with the organization but still they have minimal intention towards leaving the organization. Results indicated that turnover intentions of employees in banking sector of Pakistan depend on various other factors. Results are surprising but the paradox can be understood by keeping in view few demographics of respondents as well as the economic condition of the country. The study has significant decision-making implications for banks and called for an urgently inquiry about those influential factors that largely affect the turnover intentions of their employees. In addition, banks also need to apply measures to enhance the job satisfaction and organizational commitment as empirical results indicate very less satisfaction and commitment of employees.

HRM Practices in Banking Sector of Pakistan

2016 ◽  
Vol 7 (2) ◽  
pp. 25-50
Author(s):  
Roya Rahimi ◽  
Vipin Nadda ◽  
Muhammad Hamid
Keyword(s):  
Performance Evaluation ◽  
Organizational Commitment ◽  
Banking Sector ◽  
Survey Methodology ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Continuance Commitment ◽  
Hr Practices ◽  
And Performance ◽  
The Impact

Current study aims to critically investigate the impact of HR practices on organizational commitment of employees in the Banking Sector of Pakistan. The impact of training, compensation, performance evaluation, and promotion practices have been assessed on affective, normative and continuance commitment of employees via 12 hypotheses. Survey methodology was adopted via using structured questionnaire. A sample of 100 respondents was drawn from the employees working with various branches of the National Bank of Pakistan (NBP) located in Lahore, Pakistan. Collected data was subjected to Pearson Correlation and Regression analysis. The results of Pearson Correlation matrix demonstrated a positive correlation between HR practices and organizational commitment of employees which confirms all proposed hypotheses. Regression results showed a significant positive impact of training and performance evaluation on organizational commitment of employees. However, the significance of compensation and promotional practices could not be proved.

scholarly journals The role of organizational structure and deviant status in employees’ reactions to and acceptance of workplace deviance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chanki Moon ◽  
Catarina Morais ◽  
Georgina Randsley de Moura ◽  
Ayse K. Uskul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Structure ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Structure Study ◽  
Workplace Deviance ◽  
Content Type ◽  
Deviant Behaviors

Purpose This study aims to examine the role of deviant status (lower vs higher rank) and organizational structure (vertical vs horizontal) on individuals’ responses to workplace deviance. Design/methodology/approach Two studies (N = 472) were designed to examine the role of deviant status and organizational structure in responses to workplace deviance. Study 1 (N = 272) manipulated deviant status and organizational structure. Study 2 (N = 200) also manipulated deviant status but focused on participants’ subjective evaluations of the organizational structure of their workplace. Findings Study 1 found that participants reported lower job satisfaction and organizational commitment, and higher turnover intentions when they imagined being confronted with deviant behaviors displayed by a manager (vs by a subordinate), regardless of the type of organizational structure. Study 2 extended this finding by showing that the indirect effect of organizational structure (vertical vs horizontal) on turnover intention via job satisfaction and organizational commitment was moderated by deviant status: when the deviant’s status was higher, working in a vertical (vs horizontal) organization was associated with decreased job satisfaction and commitment, which, in turn, was associated with a higher level of turnover intentions. Originality/value The findings broaden our understanding of how individuals respond to deviance at the workplace, by simultaneously considering the effects of organizational structure (vertical vs horizontal) and deviant status (upward vs downward directions of deviance).

Influence Of Corporate Social Responsibility As Perceived By Salespeople On Their Ethical Behaviour, Attitudes And Their Turnover Intentions

2013 ◽  
Vol 11 (8) ◽  
pp. 353 ◽  
Author(s):  
Baptiste Bourdeau ◽  
Raoul Graf ◽  
Marie-France Turcotte
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Ethical Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Management Tool ◽  
Ethical Behaviour ◽  
Business World ◽  
Corporate Social

The ethical behavior of salespeople has become a tremendous challenge in the business world. While a great majority of big companies communicate about their Corporate Social Responsibility, this study shows for the first time that Corporate Social Responsibility (CSR) has no influence upon the ethical behavior of salespeople. However, it demonstrates that a reputation associated with CSR can be a precious management tool that can be used to act upon salespeoples satisfaction, organizational commitment and turnover intentions. More specifically, CSR policies, as perceived by salespeople, increase their satisfaction level which, in turn, decreases their turnover intention. Likewise, CSR policies, as perceived by salespeople, increase their organizational commitment, which, in turn, contributes to decrease their turnover intention. In addition, this study provides avenues to explore regarding the tools influencing the ethical behavior of salespeople. The answers of 197 salespeople were collected using an innovative recruitment method with high potentialities - social networks.

scholarly journals Assessment of perceived labor market conditions in employees’ turnover intention model – mediation and moderation analyzes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohd Abass Bhat ◽  
Shagufta Tariq Khan ◽  
Riyaz Ahmad Rainayee
Keyword(s):  
Labor Market ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Psychological State ◽  
Market Conditions ◽  
Labor Market Conditions ◽  
Content Type ◽  
Organizational Membership

Purpose This paper aims to examine employee perceptions of the labor market in the employee turnover intention model and explores how different situations outside work (labor market conditions) play a role in employee-organizational membership. In addition, it also examines the mediating role of commitment in the relationship between stress and the turnover model. Design/methodology/approach Data were collected from 628 private school teachers working in the economically depressed state of J&K (India), which were randomly selected. Confirmatory factor analysis was used for validation of a scale. Structural equation modeling and PROCESS by Hayes was used to test the hypothesized relationships between the study variables. Findings The antecedents of occupational stressors contribute negatively toward employees’ psychological state resulting in undesirable employee-organizational relationships such as high turnover intentions and low organizational commitment. Nevertheless, lack of external job opportunities compels employees to maintain organizational membership, even though against the stressful working environment. Research limitations/implications This study while acknowledging the inherent limitations, questionnaires are susceptible to and single sectional nature of the study poses limitations. Practical implications The practical implication explains that the employee and organization relationship is governed more by external economic conditions than by the psychological feelings of the employees toward the organization (organizational commitment). As also, the moral system of employees, as well as their feelings toward the noble profession makes them feel morally exalted and this binds them to the membership of the organization. Originality/value This study mainly focuses on, to understand if and how the conditions of the labor market relate to the employees’ attitudes. This would enable us to gain more insights to the systematic relations of employees’ attitudinal variables such as occupational stress, organizational commitment and employee turnover intentions.

scholarly journals Training & Development, Organizational Commitment and Turnover Intentions in SMEs

Market Forces ◽  
2020 ◽  
Vol 15 (2) ◽  
pp. 24
Author(s):  
Veena Tewari Nandi Nandi ◽  
Shehla Khan ◽  
Muhammad Azeem Qureshi ◽  
Saqib Ghias
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Turnover Intentions ◽  
Training And Development ◽  
Moderating Effect ◽  
Motivation To Learn ◽  
Mediating Role ◽  
Managerial Support ◽  
Training Development

Training and development is an important tool for motivating employees and increasing organizational performance. Therefore, we have developed a new model in which we have empirically tested four direct relationships, three mediating relationships, and one moderating effect. We have collected the data from selected SMEs in Karachi. A total of 410 questionnaires were distributed, and 385 valid responses were available. The instrument was adapted from earlier studies. We have used Smart PLS for data analysis. Of the four direct hypotheses, we found support for two of them. Similarly, we only found support for one indirect hypothesis and no support for the moderating relationship. The study found that antecedents “availability of training and managerial support for training” stimulate organizational commitment. However, we did not find any support for the “association between motivation to learn and organizational commitment” in Karachi SMEs. In contrast to earlier literature, we found that “organizational commitment stimulates turnover intentions.” Organizational commitment mediates (1) availability of training and turnover intentions, and (2) managerial support and turnover intentions. However, the study did not support organizational commitment’s mediating role on motivation to learn and turnover intentions. Similarly, constituent attachment did not have a moderating effect in our study.

scholarly journals The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city.  Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

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