scholarly journals GENERATION Y EMPLOYEES IN THE BANKING SECTOR IN MALAYSIA: SOCIAL NEEDS, INTENTION TO STAY AND PERCEIVED ORGANIZATIONAL SUPPORT

2019 ◽  
Vol 4 (1) ◽  
pp. 68-70
Author(s):  
Zabedah Binti Othman
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Social Needs ◽  
Primary Data ◽  
Intention To Stay ◽  
Gen Y ◽  
The Right ◽  
The Relationship

By year 2025, 75% of the workforce will be Gen Y employees. This study examined the influence of social needs on the intention to stay by Gen Y employees in the banking sector in Malaysia. The mediation role of perceived organizational support between the two constructs was examined. In this quantitative study, primary data was collected from a sample of 470 respondents. The examination concluded that higher level of social needs had a positive and significant influence on intention to stay. This study further revealed that perceived organizational support partially mediated the relationship between social needs and intention to stay. Due to the expected rise of the Gen Y workforce in future, this study will give organizations a better understanding and knowledge of Gen Y social needs and provide them the right tools to collaborate and find the right solutions.

scholarly journals Social Needs And Intention To Stay By Generation Y Employees In The Banking Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

2019 ◽  
Vol 8 (5C) ◽  
pp. 91-100
Keyword(s):  
Generation Y ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Social Needs ◽  
Survey Method ◽  
Intention To Stay ◽  
Gen Y ◽  
Mediating Role

This study examined the impact of social needs of Generation Y employees towards their intention to stay longer in organizations. The mediating role of perceived organizational support was also examined. In this quantitative research, data was collected using a survey method. The study population were Generation Y employees in the banking sector in Malaysia. Random sampling was used to collect data from 470 respondents. Self-administered questionnaires were delivered by hand. Structural equation modelling was used to test the relationships. The findings revealed that Gen Y employees’ social needs were positively related to their intention to stay. It was found that perceived organizational support mediated the relationship between the two constructs. The findings presented new insights into how Gen Y employees social needs can contribute to improving their intention to stay in the banking sector. Given the paucity of research in the context of the role of social needs and perceived organizational support, this study provides an understanding to organizations on the influence of social needs and perceived organizational support in improving retention of Gen Y employees

scholarly journals Impact of Emotional Needs on Intention to Stay and the Mediating Role of Perceived Organizational Support.an Empirical Study of Gen Y Employees’ in the Banking Sector in Malaysia

2019 ◽  
Vol 8 (2S9) ◽  
pp. 86-94
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Positive Impact ◽  
Survey Method ◽  
Emotional Needs ◽  
Intention To Stay ◽  
Gen Y ◽  
Mediating Role

It is anticipated that over the next 10 years, the banking sector would require a workforce of about 200,000. Gen Y employees makes up about 40% of the current workforce in Malaysia. This number is expected to increase to 75% within a relatively short span of time. The present study examined the influence of emotional needs of Gen Y employees towards intention to stay and the mediating role of perceived organizational support. This was a quantitative research that used a survey method. Data was collected from a sample of 470 Gen Y employees in the banking sector in Malaysia. The findings revealed that emotional needs had a significant impact on intention to stay. Perceived organizational support was found to mediate the relationship between the two. The findings have significantly contributed to the advancement of knowledge in the emotional needs and intention to stay of Gen Y employees in the banking sector. The significant and positive impact of emotional needs and perceived organizational support suggests the importance of these factors in retention of Gen Y employees. The paper's primary contribution is that it provides an understanding that emotional needs and the mediating role of perceived organizational support have an impact on improving the intention to stay of Gen Y employees in the banking sector in Malaysia. From the practical implications perspective, organizations need to implement policies and procedures to help lessen employees quitting intentions. The results of this study suggest that organizations can implement policies covering the employee emotional needs and employees’ perception that their work and contributions are valued. With current trends of globalizations and diversity, the finding of this study can be beneficial to improve retention of Gen Y employees in other countries

scholarly journals GENERATION Y EMPLOYEES IN THE ICT SECTOR. THE INFLUENCE OF EMOTIONAL INTELLIGENCE, SPIRITUAL INTELLIGENCE AND PERCEIVED ORGANIZATIONAL SUPPORT TOWARDS INTENTION TO STAY.

2019 ◽  
Vol 4 (2) ◽  
pp. 4-6
Author(s):  
Ayshani Channamali Weeratunga
Keyword(s):  
Emotional Intelligence ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Critical Role ◽  
Mediating Effect ◽  
Spiritual Intelligence ◽  
Intention To Stay ◽  
Gen Y ◽  
The Relationship

The aim of this research is to examine the influence of emotional and spiritual intelligence on the intention to stay by Gen Y employees in the ICT sector in Malaysia. The mediating effect of perceived organizational support (POS) among the independent variables and dependent variable wil be tested. Primarly, this research would fulfill three requirements. Firstly, how the perception of emtional intelligence would influence Gen Y to remain with an organization. Secondly, the extent to which spiritual intelligence will influence on Gen Y intention to stay. Thirdly, whether POS mediates the relationship among the constructs. The purpose of this study is to emphasize the significant role of emotional and spiritual intelligence towards Gen Y employees intention to stay. Past studies have shown the critical role of emotional intelligence and spiritual intelligence. In addition, Gen Y employees need to feel valued by organizations.   

scholarly journals Influence Of Emotional And Spiritual Intelligence Towards Intention To Stay By Generation Y Employees In The Information And Communication Technology Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

2019 ◽  
Vol 8 (5C) ◽  
pp. 954-961
Keyword(s):  
Emotional Intelligence ◽  
Generation Y ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Outcomes ◽  
Spiritual Intelligence ◽  
Attrition Rate ◽  
Intention To Stay ◽  
Gen Y

The digital industry in Malaysia employs an estimated 355,000 employees and the average attrition rate was 17% in 2017. The Millennials or the Generation Y were born in between 1980 to 1993 that would formulate 75% of the labor force by 2025. However, Gen Y workforce are hard to maintain as they are primarily concerned on temporary job prospects and immediate outcomes. Gen Y employees contribute to greater level of turnover rate and retaining them is a significant challenge for the organizations. This paper presents a review of the intention to stay by Gen Y employees in Malaysia. This study will answer three questions. Firstly, this study will examine the concept of emotional intelligence used to retain Gen Y employees. The next question is to what extend does spiritual intelligence influence Gen Y intention to stay. The last question is whether perceived organizational support (POS) mediates the relationship between the constructs. The study aims to accentuate the key role of emotional and spiritual intelligence towards retaining Gen Y employees. A literature review on relationships between emotional intelligence, spiritual intelligence and intention to stay was examined. The examination concluded that higher level of emotional intelligence and spiritual intelligence are positive predictors of intention to stay. This study revealed that POS has both direct and indirect relationships between several organizational outcomes. There is a rareness of studies in the background of the role of emotional and spiritual intelligence and perceived organizational support of Gen Y employees. With the anticipated increase of Gen Y employees, this study will establish a better understanding and knowledge about Gen Y and offer them accurate tools to cooperate and manifest the accurate solutions. The findings are expected to present new insights in the manner of how Gen Y employees’ emotional and spiritual intelligence can contribute towards their intention to stay longer

Impact of perceived organizational support and green transformational leadership on sustainable organizational performance: a SEM approach

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manita Kusi ◽  
Fuqiang Zhao ◽  
Dinesh Sukamani
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Current Knowledge ◽  
Future Research ◽  
Content Type ◽  
The Relationship ◽  
Staff Level

PurposeThe study aims to scrutinize the concomitant associations between corporate social responsibility (CSR), perceived organizational support (POS), green transformational leadership (GTL) and organizational performance (OP). This paper aims to explore the role of intervening variable to measure the strength on the relationship between CSR and OP.Design/methodology/approachThis research administered a survey through self-administered questionnaire among the staff-level employees of construction companies of Nepal. Fully filled 305 responses from the participants were analyzed using a structural equation model. The study used self-structured questionnaire as research tool and face-to-face meetings as data collection technique.FindingsThe research indicates that POS showed competitive partial mediation relation between CSR and OP. Besides, a novel exploration of the moderation effect of GTL displays a supportive role in harmonizing the CSR with organizational support to achieve better OP. This study enriches empirical evidence to understand the linkage between CSR and POS in staff-level employees in the construction area. Moreover, the research shed a light on GTL 's moderating influence on the mediated model of CSR, POS and OP.Research limitations/implicationsAlthough the results of the study add to the current knowledge base, several limitations highlight avenues for future research. Future studies can explore the relationship in other study areas with added evidence on a similar result with different analysis patterns and study sample. The research model studied in the context of Nepal creating evidence as a representation for the developing countries.Originality/valueThe intervening role of POS and GTL gives new insight for the research-based organization based social behavior and performance

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

2020 ◽  
Vol 33 (7) ◽  
pp. 1431-1447 ◽  
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.

Speaking Up at Work: The Role of Perceived Organizational Support in Explaining the Relationship Between Perceptions of Organizational Politics and Voice Behavior

2020 ◽  
Vol 56 (2) ◽  
pp. 195-215 ◽  
Author(s):  
Diane M. Bergeron ◽  
Phillip S. Thompson
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Politics ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Perceptions Of Organizational Politics ◽  
The Relationship

Voice is a risky and more challenging type of organizational citizenship behavior in that it is designed to bring about change. Using conservation of resources and social exchange theories, we investigate relationships between voice, perceptions of organizational politics, and perceived organizational support (POS). We also investigate the mediating role of POS in the politics–voice relationship to determine the extent to which POS can explain this relationship. Lagged survey data from supervisor–employee dyads ( N = 257) were collected 6 weeks apart. Results show that perceptions of organizational politics were negatively related to voice, while POS was positively related to voice. POS had a mediating effect on the relationship between perceptions of organizational politics and voice. Our results underscore the importance of contextual factors in encouraging or prohibiting voice and may help managers and organizations understand how best to encourage this important change-oriented workplace behavior.

scholarly journals IDENTIFIKASI PERAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KESEIMBANGAN HIDUP –KERJA

2019 ◽  
Vol 12 (1) ◽  
pp. 58-67
Author(s):  
Yuki Fitria
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Married Woman ◽  
Banking Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Women Employees ◽  
Female Employees

The aim of this study is to identify the influence of perceived organizational support on work-life balance of women employees in banking sector in Padang city. Sample is chosen by using purposive technique with some criteria namely married woman employees and have been employed for 5 or more years. The number of sample was 97. The data used are the primary data that collected through a questionnaire. The resulting data will be analyzed using regression analysis by SPSS. The research shows that, Perceived Organizational Support (POS) has positive and significant influence on female employees work-life balance in banking sector in Padang City.

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