The Effect of Networking Behavior on Turnover Intention and Organizational Performance of Travel Agent Employees

2020 ◽  
Vol 32 (8) ◽  
pp. 55-70
Author(s):  
Youn-Joo Kong
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Travel Agent ◽  
Networking Behavior

Relationship Management Competence and Organizational Performance

2008 ◽  
pp. 1168-1174
Author(s):  
Murako Saito
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Turnover Intention ◽  
Human Performance ◽  
Interpersonal Relationship ◽  
Relationship Management ◽  
Mood States ◽  
Team Members ◽  
Value Consciousness ◽  
Cognitive Information

The competence of organizational management is required to cope with complexity of technology and diversity of social demands for maintaining good interpersonal relationship by the support of advanced technology. The competencies, such as self-management, interpersonal relationship management, play a crucial role in improving individual and organizational performance. Experiences of interpersonal relationship at work are multifaceted with value consciousness, mood states at work, members’ work attitudes in addition with technical knowledge and skills which are constituted of explicit cognitive information. Organizational climate or culture is focused in recent studies to improve human performance by avoiding erroneous actions, accidental occurrences, or withdrawal attitudes such as absent, turnover intention. The participants to organization are expected to act as an actor or some of them as a leader to help in developing themselves and coworkers, building bonds to collaborate with team members, for improving organizational performance and for providing high quality of service. This chapter is focused on the effect of mood states at work on workers perceived health and perceived performance, and on the effect of the competence of interpersonal relationship management on organizational performances.

scholarly journals Abusive Supervision and Organizational Citizenship Behavior: The Mediating Role of Networking Behavior

2019 ◽  
Vol 12 (1) ◽  
pp. 288 ◽  
Author(s):  
Hyosun Kim ◽  
Yunlu Chen ◽  
Hyewon Kong
Keyword(s):  
Social Capital ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Abusive Supervision ◽  
Citizenship Behavior ◽  
Data Set ◽  
The Sustainable Development ◽  
Networking Behavior

Abusive supervision has been recognized as a serious threat to the health of affected employees and to the sustainable development of organizations. Yet, the mechanism through which abusive supervision affects organizational performance is not well understood. We suggest that abusive supervision restricts important workplace behavior, especially networking behavior and organizational citizenship behavior, which is crucial for building social capital within organizations. We test our hypothesis using a new data set constructed from a questionnaire survey among Chinese employees in various firms. The results show that perceived abusive supervision affects both networking behavior and organizational citizenship behavior. Furthermore, networking behavior partially mediates the relationship between abusive supervision and organizational citizenship behavior. The results provide important insights into the role of abusive supervision in building social capital within organizations.

scholarly journals Factor Do Influencing Turnover Intention: Intervening Effect of Compensation Policy Decision

2021 ◽  
Vol 4 (2) ◽  
pp. 365-379
Author(s):  
Kashif Amin Butt ◽  
Zafar Mueen Nasir
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Policy Decision ◽  
Positive Influence ◽  
Second Phase ◽  
Compensation Policy ◽  
Organizational Problem ◽  
Telecom Sector ◽  
The Impact

The current research examines the effects of external and internal factors on the decisions related to the compensation policy subsequently influence turnover intentions of Telecom sector employees of Pakistan. The study was conducted in two phases. In the first phase, the factors effecting the compensation policy decision are generated through an extensive review of literature. This exhaustive list was tested through a rigorous process of a number of iterations of finding the most valued and considered factors in Pakistani telecom sector. This process was done with the top tier management including the human resource practitioners, as these are the people who significantly contribute in developing and finalizing decisions on the policy relating to compensation. For meeting with the objectives of current study, second phase consisted on identification of the impact of such decisions was tested on employee’s turnover intentions. The results were significant giving an understanding that the organizations who consider the most critical internal and external factors effecting decisions related with compensation policy, will ultimately craft such a policy, which is having a positive influence on the motivation of employee to continue working with the organization. So, this will solve the major organizational problem of retaining the productive employees and hence getting a sustainable organizational performance.

ISLAMIC WORK ETHICS (IWE)

2018 ◽  
Vol 3 (2) ◽  
pp. 183-190
Author(s):  
Hendryadi Hendryadi
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Organizational Context ◽  
Management Practices ◽  
Perceived Justice ◽  
Work Ethics ◽  
Hrm Practices ◽  
Islamic Work Ethic ◽  
Business And Management

The purpose of this paper is to present a review of the empirical research of the Islamic work ethic (IWE) and its influence on business and management practices. This review summarizes the research on IWE from 2010 to 2017. Fifteen articles were selected during this period, resulting in two areas findings. First, the role of IWE on mainly HRM practices and work and individual related outcomes such as commitment,  satisfaction, perceived justice, OCB, and turnover intention. In relation to the organizational context, IWE found to be positively related to innovation, and organizational performance. This paper can provide practitioners and academics with a better understanding of the concept of IWE, and its impact on individuals and organizations Keywords: Islamic work ethics, IWE

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 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.

scholarly journals PENGARUH WORK LIFE POLICIES, WORK LIFE CONFLICT, JOB STRESS, DAN LONELINESS TERHADAP TURNOVER INTENTIONS PADA SEBUAH UNIVERSITAS SWASTA DI KOTA BATAM

2018 ◽  
Vol 9 (2) ◽  
pp. 299
Author(s):  
Hielvita Ludiya
Keyword(s):  
Organizational Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Life ◽  
Full Time ◽  
New Employees ◽  
Managerial Implications ◽  
The Impact ◽  
Work Life Conflict

<p><em>Turnover intention has been an important issue in any organization; management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. This study aims to examine the impact of work life policies, work life conflict, job stress dan loneliness on turnover intentions at a private university in Batam.</em><em> </em><em>A total of 101</em><em> </em><em>completed responses were collected in the survey.</em><em> </em><em>The sampling method in this research is done with the approach of non-probability sampling with the</em><em> </em><em>convinience sampling.</em><em> </em><em>The data analysis technique used was the technique of multiple regression</em><em> </em><em>analyisis. </em><em>The findings of this research showed that</em><em> work life policies and job stress have negative and significant </em><em>impact on turnover intentions</em><em>.</em><em> </em><em>Work life conflict</em><em> and loneliness have</em><em> </em><em>positive and significant</em><em> </em><em>impact on turnover intentions.</em><em> </em><em>The managerial implications of this research</em><em> </em><em>ha</em><em>ve</em><em> several limitations such as taking only one university and some facult</em><em>ies </em><em>of full time lecturer </em><em>which become the object of research.</em><em> </em><em>Moreover, researcher was not able to spend a lot of time at the organisation for collecting the data from the respondents. </em><em>This research suggest</em><em> that</em><em> further investigat</em><em>ion</em><em> need</em><em>s</em><em> </em><em>to be expanded by taking some of the objects</em><em> that</em><em> are similar research at the education industry or other industries,</em><em> </em><em>and by </em><em>increasing the sample size to improve the results of consistency.</em><em></em></p>

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