Employee Turnover Intention: The role of perceived organizational support and stress

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.

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Carrot or Stick? The Role of In-Group/Out-Group on the Multilevel Relationship Between Authoritarian and Differential Leadership and Employee Turnover Intention

Journal of Business Ethics ◽

10.1007/s10551-016-3299-z ◽

2016 ◽

Vol 152 (4) ◽

pp. 1069-1084 ◽

Cited By ~ 6

Author(s):

Lei Wang ◽

Meng-Yu Cheng ◽

Song Wang

Keyword(s):

Turnover Intention ◽

Employee Turnover ◽

Employee Turnover Intention

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Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

Journal of Organizational Change Management ◽

10.1108/jocm-02-2020-0063 ◽

2020 ◽

Vol 33 (7) ◽

pp. 1431-1447 ◽

Cited By ~ 1

Author(s):

Shalini Srivastava ◽

Swati Agrawal

Keyword(s):

Organizational Support ◽

Turnover Intention ◽

Perceived Organizational Support ◽

Resistance To Change ◽

Cross Sectional ◽

Content Type ◽

Relationship Of ◽

The Relationship ◽

Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

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Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Organizacija ◽

10.2478/orga-2019-0019 ◽

2019 ◽

Vol 52 (4) ◽

pp. 310-324

Author(s):

Abdulmajeed Saad Albalawi ◽

Shahnaz Naugton ◽

Malek Bakheet Elayan ◽

Mohammad Tahseen Sleimi

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Support ◽

Turnover Intention ◽

Structural Equation ◽

Perceived Organizational Support ◽

Future Research ◽

Job Opportunities ◽

Job Opportunity

Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

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