scholarly journals Effect of Employer Branding Attributes on Talent Retention with mediating Role of Transformational Leadership

2020 ◽  
Vol 2 (1) ◽  
pp. 47-54
Author(s):  
Muhammad Imran Hanif ◽  
Zain Saeed Qureshi
Keyword(s):  
Transformational Leadership ◽  
Organizational Support ◽  
Mediating Effect ◽  
Employer Branding ◽  
Mediating Role ◽  
The Social ◽  
Talent Retention ◽  
Telecom Sector ◽  
The Relationship

The purpose of this paper is to empirically examine, the relationship between employer branding attributes and transformational leadership on talent retention in telecom sector of Pakistan. This study involves the data collected from questionnaire. The respondent were employees and employers of telecom industry of Pakistan. Our sample size comprise of 250 employees includes both male, female of different age group out of which data from 181 respondents were entered into Statistical Package for the Social Sciences SPSS-19. Data are analyzed by means of descriptive statistics, bivariate correlations and regression through SPSS-19 and Smart PLS. Our findings indicate that employer branding attributes like reward strategy, people orientedness, and perceived organizational support are positivity relation with talent retention whereas the training and development is not showing significant relation with talent retentions. Mediating effect of transformational leadership is proved.

How Depression Stigma Affects Attitude Toward Help Seeking: the Mediating Effect of Depression Somatization

2015 ◽  
Vol 43 (6) ◽  
pp. 945-953 ◽  
Author(s):  
Xia Wang ◽  
Shun Peng ◽  
Huang Li ◽  
Yunshi Peng
Keyword(s):  
Undergraduate Students ◽  
Help Seeking ◽  
Social Stigma ◽  
Mediating Effect ◽  
Chinese College Students ◽  
Clinical Scales ◽  
Mediating Role ◽  
The Social ◽  
The Relationship

We investigated the relationships among the social stigma associated with depression, somatization of depression-related symptoms, and help seeking. Participants were 357 Chinese undergraduate students. Stigma, somatization, and help seeking were measured with a neuropsychological assessment and validated clinical scales. We performed a path (principal components) analysis of the role of somatization as a mediator in the relationship between depression stigma and help seeking, and found that the hypothesized mediation model fit the data well. Our results confirm previous findings on the mediating role of depression somatization in the relationship between depression stigma and attitude towards help seeking. The identification of mediators contributes to the understanding of the mechanisms that prevent help seeking among Chinese college students.

scholarly journals The Impact of Transformational Leadership and Peceived Organizational Support on Organizational Commitment: The Mediating Role of Employee Engagement

2019 ◽  
Vol 1 (4) ◽  
Author(s):  
KHANSA PUTRI SYADINA ◽  
RATNO PURNOMO ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Mediating Role ◽  
Permanent Employees ◽  
Sense Of Satisfaction ◽  
The Impact ◽  
The Relationship

This study aims to determine the influence of transfromational leadership, perceivedorganizational support, and employee engagement of organizational commitment. Thesurvey was conducted at Inspectorate Bekasi. There were 57 respondents selected throughpurposive sampling method. Respondents are permanent employees in the organizationand work for a minimum of five years. Based on the results of research by using multipleregression, and causal step mediation method, it can be conclude : (1) transformationalleadership has a positive affects to employee engagement, (2) perceived organizationalsupport has no positive affects to employee engagement, (3) transformational leadershiphas a positive affects to organizational commitment, (4) perceived organizationalcommitment has a positive affects to organizational commitment, (5) employee engagementhas a positive affects to organizational commitment, (6) employee engagement mediatesthe relationship between transformational leadership towards organizational commitment,and (7) employee engagement doesn’t mediates the relationship between perceivedorganizational support towards organizational commitment. The implication of this researchis if an organization has employees who instill a sense of employee engagement whoalways proud, enthusiasm of their work, and time feels fast at work will greatly affectorganizational commitment. Then, if having a transformational leader that directs themission to the organization, has a purpose, and expressed a sense of satisfaction inemployees will be able to increase the sense of employee engagement and organizationalcommitment. In addition, organizations that concerning of employees welfare, pride inemployees achievement, and appreciate the contribution of employees can also increaseorganizational commitment in Inspectorate Bekasi

Mindfulness and cell phone dependence: The mediating role of social adaptation

2021 ◽  
Vol 49 (10) ◽  
pp. 1-7
Author(s):  
Weiling Wang ◽  
Yuyan Qian ◽  
Yuping Wang ◽  
Yuhong Zhang
Keyword(s):  
College Students ◽  
Cell Phone ◽  
Mediating Effect ◽  
Social Adaptation ◽  
Smartphone Addiction ◽  
Mediating Role ◽  
The Social ◽  
The Relationship ◽  
Predictive Effect

We explored the mediating role of social adaptation in the relationship between mindfulness and cell phone dependence among college students. Data were obtained from 937 college students, who completed the Smartphone Addiction Inventory, the Adolescent Mindfulness Measure, and the Social Adaptation Questionnaire. The results suggest that mindfulness and social adaptation were significantly and negatively correlated with cell phone dependence, and that the mindfulness level of college students had a significant direct predictive effect on their cell phone dependence. We also found a significant mediating effect of social adaptation in the relationship between mindfulness and cell phone dependence. These findings are of significance to the prevention of and intervention in young people's cell phone dependence.

scholarly journals THE MEDIATING ROLE OF JOB SATISFACTION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND JOB PERFORMANCE

2019 ◽  
Vol 7 (2) ◽  
pp. 1022-1041
Author(s):  
Zeynep Fatma KARAALİOĞLU ◽  
Ahu Tuğba KARABULUT
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Job Performance ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship

The objective of this research is to analyze the mediating effect of job satisfaction on the relationship between perceived organizational support (POS) and job performance for white-collar employees in an energy sector in İstanbul. The survey was distributed to 964 employees, while 700 valid questionnaires were included within the scope of the analysis. Exploratory factor analysis (EFA) was carried out to determine factor distribution, while confirmatory factor analysis (CFA) and reliability analysis were carried out to detect scale validities and reliabilities. Relations between scale variables were examined by a correlation analysis. Structural equation model (SEM) was constructed based on research hypotheses while the effect of POS on job satisfaction, the effect of job satisfaction on job performance and the mediating role of job satisfaction on this relation were tested through this model. All hypotheses are supported in this study.

scholarly journals Transformational Leadership and Employees’ Creativity: A Multi-Mediation Model

2019 ◽  
Vol 5 (1) ◽  
pp. 1-21
Author(s):  
Maria Saleem ◽  
Faisal Mahmood
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Mediating Effect ◽  
Survey Method ◽  
Job Autonomy ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Mediating Role ◽  
The Relationship

This research aims to examine the relationship between transformational leadership and employees’ creativity through mediating role of trust and job autonomy. The study employed cross sectional survey method for the collection of data from 187 employees working in construction and banking sectors of Pakistan. The findings reveal that transformational leadership fosters employees’ creativity through trust and job autonomy. Both trust and job autonomy have statistically significant mediating effect. However, trust being the mediator, plays a more significant role in boosting up the transformational leadership and employees’ creativity relationship as compared to job autonomy. This research helps to know how transformational leadership enhances employees’ creativity by enlightening the mediating role of trust and job autonomy. Further, the findings of this research also help the managers to understand and create such environment which enhances employees’ creativity by focusing on the factors identified in this study. This research contributes to advance the literature on the mediating role of trust and job autonomy in describing the relationship of transformational leader and employee’s creativity and highlighting that trust plays a more important role to enhance creativity in contrast to job autonomy. Further, this is the first attempt to enhance the employee creativity through transformational leadership style and the mediating role of both trust and job autonomy in Pakistan.

scholarly journals MEDIATING ROLE OF MENTORING BETWEEN JOB STRESS AND JOB SATISFACTION IN EMPLOYEES OF AN IRANIAN STATE BANK

2021 ◽  
Vol 14 (2) ◽  
pp. 527-551
Author(s):  
Nastaran Pasha ◽  
Sajjad Rezaei
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Organizational Support ◽  
Structural Model ◽  
Mediating Effect ◽  
Destructive Effect ◽  
Mediating Role ◽  
Iranian State ◽  
The Relationship

A large number of research studies have been conducted on mentoring; however, a few of them have been done in developing countries (e.g., Iran). In addition, few researchers have investigated the mediating effect of mentoring functions on job stress and job satisfaction in bank staff. This study is aimed at exploring the mediating role of mentoring in the relationship between job stress and job satisfaction in employees. The study population consisted of all employees of state bank branches in Rasht city (north Iran). The participants of this study were 214 bank employees. The results revealed the mediating role of mentoring in the relationship of job satisfaction and job stress, showing that mentoring mediates the destructive effects of job stress and improves job satisfaction. The present study showed that mentoring is a general form of organizational support that can be effective in reducing job stress. Therefore, having a good mentor may act as a buffer against the destructive effect of job stress toward job satisfaction for employees within an organization. These results supported the proposed structural model.

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.

scholarly journals The Influence of Social Support on Physical Activity in Chinese Adolescents: The Mediating Role of Exercise Self-Efficacy

Children ◽  
2020 ◽  
Vol 7 (3) ◽  
pp. 23 ◽  
Author(s):  
Zhanbing Ren ◽  
Linlin Hu ◽  
Jane Jie Yu ◽  
Qian Yu ◽  
Sitong Chen ◽  
...  
Keyword(s):  
Physical Activity ◽  
Social Support ◽  
Self Efficacy ◽  
Chinese Adolescents ◽  
Mediating Effect ◽  
Mediating Role ◽  
Effective Interventions ◽  
The Social ◽  
The Relationship

The purpose of this study was to examine the associations of social support and self-efficacy with physical Activity (PA) and the mediating effect of self-efficacy on the relationship between social support and PA in Chinese adolescents. Participants included a total of 2341 Chinese adolescents (aged 12.75 ± 1.46 years). Self-reported instruments, including the physical activity questionnaire for adolescents, the social support revalued scale and the exercise self-efficacy scale, were used to measure physical activity, social support and exercise self-efficacy. Results showed that social support (r = 0.29, p < 0.05) and exercise self-efficacy (r = 0.43, p < 0.05) were significant and positive predictors of PA among Chinese adolescents, and exercise self-efficacy was a significant mediator in the relationship between social support and PA (standardized effect size = 0.15, p < 0.001). Such findings were evident with similar patterns in both male and female adolescents. The findings of this study have indicated the importance of social support and exercise self-efficacy on PA promotion in adolescents, which will aid the development of effective interventions in this population.

Understanding the ecologically conscious behaviors of status motivated millennials

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jacqueline Kilsheimer Eastman ◽  
Rajesh Iyer
Keyword(s):  
Cultural Values ◽  
Power Distance ◽  
Mediating Effect ◽  
Environmental Behaviors ◽  
Content Type ◽  
Mediating Role ◽  
The Social ◽  
The Usa ◽  
The Relationship

Purpose This paper aims to test the relationship between millennials’ status motivation and their ecologically conscious consumer behavior (ECCB) and the mediating role of culture influencing this effect. Design/methodology/approach A panel of millennials was surveyed using established scales to measure their status motivation, cultural values and ECCB. Findings The findings demonstrate status motivation has a positive effect on millennials’ ECCB. The findings indicate that the cultural values of collectivism, power distance and masculinity mediate the relationship between status motivation and ECCB. Research limitations/implications This study looked at responses from one generation, millennials, in one country, the USA. Practical implications Status motivation can impact ECCB and cultural values mediate this relationship. Status motivation can directly impact ECCB, as well as work positively through the cultural values of collectivism and power distance and negatively through masculinity. Social implications The results suggest ECCB for status-motivated millennials is driven by both status motivation and their collectivism, power distance and masculinity. To encourage millennials’ ECCB, public policymakers and marketers should emphasize the social influences of sustainable behaviors and how these behaviors make them stand out from others who are not sustainable and target those who view women as equal to men. Originality/value This research examines how millennials’ status motivations impact their ecologically conscious behaviors both directly and through the mediating role of cultural values. This research contributes by answering the call for looking at the influence of cultural values on environmental behaviors. It offers a possible reason for the mixed findings previously in the literature regarding status and sustainability by illustrating status motivations may work both directly and through cultural values in influencing ECCB. Thus, it is one of the first studies to demonstrate culture’s mediating effect in the area of sustainability.

scholarly journals Perceptions of transformational leadership and job satisfaction: The roles of personality traits and psychological empowerment

2016 ◽  
Vol 24 (1) ◽  
pp. 81-107 ◽  
Author(s):  
Ceren Aydogmus ◽  
Selin Metin Camgoz ◽  
Azize Ergeneli ◽  
Ozge Tayfur Ekmekci
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Personality Traits ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Future Research ◽  
Moderating Effects ◽  
Mediating Role ◽  
The Relationship

AbstractThrough two studies, this paper investigates the moderating effects of personality traits (i.e., extraversion, conscientiousness, agreeableness and neuroticism) and the mediating effect of psychological empowerment on the relationship between perceived transformational leadership and job satisfaction. Study 1 searches whether personality traits moderate the effects of perceived transformational leadership on followers’ job satisfaction. Using a sample of 221 R&D employees employed by information technology organizations, the results of Study 1 indicate that the more conscientious the employee, the stronger the relationship between perceived transformational leadership and job satisfaction. Study 2 explores whether psychological empowerment mediates the effects of perceived transformational leadership on followers’ job satisfaction. Based on data from 348 academics, the results support the mediating role of psychological empowerment on job satisfaction, in that when employees perceive their leader as transformational they feel more psychologically empowered, which in turn increases job satisfaction levels. Implications for future research and practice are discussed.

Sign in / Sign up

Export Citation Format

Share Document