scholarly journals The moderating impact of resilience on the relationship between workplace incivility and turnover intentions: a proposed study in Dubai retail SME’s

2017 ◽  
Vol 1 (1) ◽  
pp. 236-243
Author(s):  
Yasin Shahryari ◽  
Kamarul Zaman Ahmad
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
High Turnover ◽  
Mediating Role ◽  
Employee Turnover Intention

This is a theoretical paper that aims to explore the determinants of employee turnover intention among retail SMEs in Dubai in terms of incivility (customer, coworker, supervisor) and the mediating role of emotional exhaustion with the moderating effect of resilience. The retail industry in Dubai will be one of the main beneficiaries of the study since it appears that they suffer high turnover intention and cost. Managements and owners of retail SMEs in Dubai would be able to get a better idea of the determinants of employee turnover intention and workplace incivility through the analysis and recommendations developed by the research. Data would be gathered from participants (i.e. employees of retail SMEs in Dubai) who have direct contact with customers, coworkers and supervisors/ management. Viewed in this manner, data gathered would be analyzed in two stages, using descriptive statistics and structural equation modeling using computer software including, SPSS/STATA, AMOS/ Smart-PLS. This paper would elaborate the literature on turnover intention and incivility Subsequently, the research will illustrate the mediating role emotional exhaustion and the moderation effect of resilience among retail SMEs employees in Dubai. Keywords: Incivility, Turnover intentions, Resilience, SMEs

Responsible leadership an obstacle for turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raheel Yasin ◽  
Sarah Obsequio Namoco ◽  
Junaimah Jauhar ◽  
Noor Fareen Abdul Rahim ◽  
Najam Ul Zia
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Ethical Climate ◽  
Equation Modeling ◽  
Responsible Leadership ◽  
Content Type ◽  
Mediating Role ◽  
Employee Turnover Intention

Purpose The purpose of this paper is to investigate the extent to which ethical climate mediates between responsible leadership and employee turnover intention. Design/methodology/approach This study used the deductive logic approach to develop hypotheses and analytical framework. Data were collected through convenience sampling technique from branch-level employees of the Bank of Punjab Pakistan working in Lahore, Gujranwala and Gujrat Region. Data were analyzed to test the hypotheses via descriptive analysis and structural equation modeling using SPSS and Smart PLS. Findings Results confirmed a significant positive association between responsible leadership and ethical climate and a negative association between ethical climate and employee turnover intention. Furthermore, results also confirmed the mediating role of ethical climate between responsible leadership and turnover intention. Practical implications This study enhances the existing literature regarding responsible leadership, ethical climate and turnover intention. It also helps professionals to review their policies. Originality/value The theoretical contribution of this paper lies in exploring the relationship between responsible leadership and ethical climate. The current study empirically examined the mediating role of an ethical climate between responsible leadership and employee turnover. It contributes also to the literature regarding responsible leadership, ethical climate and turnover intention.

scholarly journals Influence of Work Environment Toward Turnover Intention with Motivation and Job Satisfaction as Intervening Variables in PT. TSA

2020 ◽  
Vol 3 (1) ◽  
pp. 11-21
Author(s):  
Ikhwan Tri Wiliyanto ◽  
I Ketut Sudiarditha ◽  
Corry Yohana
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Research Model ◽  
Mediating Role ◽  
Employee Turnover Intentions

This research aims to examine wher work environment influences employee turnover intentions at PT TSA. In addition, this study also examines Job Satisfaction and Motivation as an intervening variable as mediating role toward influence of Work Environment on employee turnover intentions. In some literature found that  variable Job Satisfaction and Motivation variables cannot mediate  influence of Work Environment on Turnover Intention, refore researchers want to reconfirm it once  more.This study uses  entire population of 256 workers at PT TSA outlets as respondents. In this study re are 5 (five) hyposes to test  direct effect and 2 (two) hyposes to test  indirect effect through analysis techniques using Structural Equation Modeling (SEM) with AMOS 22 software. n in  mediation test  researcher uses  Sobel test to test  significance of  effect of mediation found in  research model.  results of hyposis testing state that all hyposes made on  research model are accePTed.

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.

Emotional exhaustion as a mediator among workplace loneliness, work alienation and turnover intention

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Didem ÖZTÜRK ÇİFTCİ
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Structural Equation ◽  
Shopping Mall ◽  
Equation Modeling ◽  
Data Set ◽  
Bootstrap Analysis ◽  
Content Type ◽  
Mediating Role ◽  
Work Alienation

PurposeThe purpose of this study is to determine the effect of loneliness and alienation in the workplace on the intention of leaving employment and whether emotional exhaustion has a mediating role in this effect.Design/methodology/approachThe hypotheses generated within the framework of the study model were evaluated by using the data set obtained from 402 survey participants working at nine shopping malls in the Central and Eastern Black Sea regions of Turkey and statistical analysis programs. In this context, the confirmatory factor analysis (CFA) was used to determine the validity of the scale and the structural equation modeling (SEM) was used to test the research hypotheses.FindingsThe study reveals that loneliness and alienation in the workplace have an effect on the intention of leaving employment and that this effect is fully mediated by emotional exhaustion. Whether this full mediating role determined by the SEM is meaningful or not was evaluated by Bootstrap analysis and the results revealed that the effect is meaningful.Practical implicationsDeveloping effective communication channels that will prevent the employee from feeling isolated at work and eliminating the pressure and inadequate physical working conditions created by unrealistic sales targets are recommended. In addition, it is thought that if employees are included in decision-making processes and have sufficient autonomy related to the job, work alienation can be prevented.Originality/valueThis research is important in terms of evaluating shopping centers, which are accepted as the symbol of consumption today, not only with their economic aspects but also with their employees. In this context, the research has revealed that shopping mall employees want to leave their jobs due to emotional exhaustion caused by loneliness and alienation at work.

Transformational leadership and employee turnover intention

2016 ◽  
Vol 12 (3) ◽  
pp. 243-266 ◽  
Author(s):  
Michael Asiedu Gyensare ◽  
Olivia Anku-Tsede ◽  
Mohammed-Aminu Sanda ◽  
Christopher Adjei Okpoti
Keyword(s):  
Transformational Leadership ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Bootstrap Analysis ◽  
Content Type ◽  
Employee Turnover Intention ◽  
The Impact

Purpose – The purpose of this paper is to investigate the impact of transformational leadership on employee turnover intention through the mediating role of affective commitment. Design/methodology/approach – The study examines conceptual relationships in the Ghanaian context, based on structural equation modelling with maximum likelihood estimation, using sample employees from the private sector organizations. In addition, the mediation analysis is conducted with Sobel’s test and 95 per cent CI bootstrap analysis. Findings – The study shows that affective commitment would decline workers’ quitting intention and serves to promote a degree of trust and willingness to follow their leaders’ philosophy, ideology, vision and guidance in the organization. Hence, affective commitment fully mediates the relationship between transformational leadership and employee turnover intention. Practical implications – To help lessen employees quitting intentions, both middle and top-level managers should endeavour to create an atmosphere of trust, admiration, loyalty and respect for their employees. Originality/value – Overall it is shown that affective commitment was the mechanism through which transformational leadership influences employees’ turnover intentions in the SLCs in Ghana.

scholarly journals DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE

2020 ◽  
Vol 2 (2) ◽  
pp. 212-230
Author(s):  
Nazifah Husainah ◽  
Harries Madiistriyatno
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Career Development ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Managerial Implication ◽  
Employee Turnover Intention

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention.  The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents.  The research method used in this research is descriptive and explanatory survey methods.  The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%.  Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment.  Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%.  Partially, organizational commitment has the most dominant influence on employee turnover intentions.  The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention.  The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development.  employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.

scholarly journals RELATIONSHIP BETWEEN PERCEIVED PERFORMANCE APPRAISAL EFFECTIVENESS AND EMPLOYEE TURNOVER INTENTION IN LEBANESE BANKS

2021 ◽  
pp. 37-49
Author(s):  
Samar Abboud
Keyword(s):  
Performance Appraisal ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Banking Sector ◽  
Human Resources Management ◽  
Performance Appraisals ◽  
Equation Modeling ◽  
Perceived Performance ◽  
Employee Turnover Intention

The study examines the relationship among perceived performance appraisals (PA) and retaining employees in Lebanese banks from a human resources management (HRM) viewpoint. As a consequence of regulatory demands and high levels of employee turnover, improvements are urgently required in Lebanon. The study explores the effects of perceived PA effectiveness on the employees in Lebanese banking sector and in particular explores the complexity of partnership between basic PA successful elements (targets, requirements, expectations, source and input and frequency) and the purposes of employee turnover. For data collection, a questionnaire has been distributed over 201 respondents. The obtained data has been then analyzed using SPSS. The results reveal that the expected efficacy of PA in Lebanese banking has a detrimental connection to the goals of employee turnover. Multiple linear regression (MLR) reveals the substantial intention for employee turnover within the banking industry as Lebanon as a feedback aspect of PA. Structural equation modeling (SEM) results show that three components of PA accounted for 37% of the improvement in workers purpose. The findings indicate that increased understanding of the PA systems will help to minimize the turnover intention.

Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator

2017 ◽  
Vol 121 (2) ◽  
pp. 375-392 ◽  
Author(s):  
Melinde Coetzee ◽  
Jeannette van Dyk
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Workplace Bullying ◽  
Social Cognitive ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
High Turnover ◽  
Cross Sectional

Employees’ turnover intentions may entail expensive consequences for companies. The study examined the mediating effect of work engagement in the relationship between workplace bullying and turnover intention. Using a cross-sectional sample of 373 employees, structural equation modeling and mediation analysis showed that perceptions of work- and person-related bullying were linked to low levels of vigor and dedication which in turn were associated with high turnover intention. Work engagement partially mediated the effect of high workplace bullying on high turnover intention. The results were interpreted from a social cognitive perspective and recommendations for practice were made.

Mediating influences of entrepreneurial leadership on employee turnover intention in startups

2019 ◽  
Vol 47 (6) ◽  
pp. 1-13 ◽  
Author(s):  
Juan Yang ◽  
Zhenzhong Guan ◽  
Bo Pu
Keyword(s):  
Family Conflict ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Affective Commitment ◽  
Serial Order ◽  
Equation Modeling ◽  
Entrepreneurial Leadership ◽  
Employee Turnover Intention ◽  
The Relationship

We examined the relationship between entrepreneurial leadership and employee turnover intention in startups in China, through the mediating roles of work-to-family conflict and affective commitment. We collected survey data from ventures newly established within the past 5 years, through Wenjuanxing, a market research website. We collected 312 survey forms from 56 startups, with no more than 10 from each. We used structural equation modeling to test the hypotheses, and found that entrepreneurial leadership was negatively related to turnover intention through the fully mediating roles of work-to-family conflict and affective commitment in serial order. Theoretical and practical implications are discussed.

scholarly journals THE MEDIATING ROLE OF WORKPLACE INTERPERSONAL MISTREATMENT: AN EMPIRICAL INVESTIGATION OF BANKING SECTOR OF PAKISTAN

2017 ◽  
Vol 13 (1) ◽  
pp. 73-88
Author(s):  
Naveed Iqbal Chaudhry ◽  
Keyword(s):  
Structural Equation ◽  
Workplace Bullying ◽  
Banking Sector ◽  
Empirical Investigation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
Role Stressors ◽  
Mediating Role

The underlying motive for this research is to figure out the structure of predictors and outcome of workplace bullying and workplace incivility in the banking sector of Pakistan. This paper aims to contribute valuable information about workplace bullying and workplace incivility as mediators to the scholarly research. An explanatory research design was employed. The data was collected from 600 banking professionals through personally administered questionnaires. SPSS-21 and Amos-21 were employed to analyze the quantitative data. For the purpose of testing hypotheses, structural equation modeling technique was employed. The results of this study provide a proof of association between the role stressors and two very important types of workplace interpersonal mistreatment, the workplace bullying and workplace incivility. Additionally, it was found that workplace bullying and workplace incivility play a mediating role between role stressors and turnover intentions among banking employees of Pakistan. Furthermore, the results reveal that the banking employees having experienced bullying and incivility are very prone to form turnover inclination.

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