scholarly journals Antecedents of Employee Retention in the Pharmaceutical Industry of Pakistan

2019 ◽  
pp. 656-664
Author(s):  
Muhammad Naseer ◽  
Muhammad Farooq ◽  
Waqar Younas ◽  
Valliappan Raju
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Pharmaceutical Industry ◽  
Employee Retention ◽  
Positive Impact ◽  
Important Variable ◽  
Extensive Literature ◽  
Supervisory Support ◽  
Pharmaceutical Sector ◽  
Economic Sectors

This study has been conducted to probe the relationships among job satisfaction, supervisory support, organizational commitment and employee retention in the pharmaceutical industry of Pakistan. Based on an extensive literature review an instrument was adopted from different studies. Study respondents were employees of the pharmaceutical sector in the four big cities: Islamabad, Rawalpindi, Lahore, and Peshawar. Responses of total 260 employees of the pharmaceutical industry were recorded and analyzed. After analysis of collected responses using SPSS and AMOS, it has been concluded that organizational commitment, supervisory support and Job satisfaction of employees has a significant positive impact on Employee retention. Supervisory support is the top most important variable in the retention of employees. Job satisfaction has the least impact on employee retention. Findings of the study can be implemented in the pharmaceutical sector and other economic sectors as well for retention of employees. This study is beneficial for the practitioners as it’s the empirical evidence of a widely used management statement that “People don’t leave companies, they leave the managers.”

scholarly journals Impact of organizational commitment on job satisfaction and employee retention in pharmaceutical industry

2011 ◽  
Vol 5 (17) ◽  
pp. 7316-7324 ◽  
Author(s):  
Anis Atif ◽  
Kashif ur Rehman ◽  
Ijaz Ur Rehman ◽  
Asif Khan Muhammad ◽  
Afzal Humayoun Asad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Pharmaceutical Industry ◽  
Employee Retention

ANALISIS FAKTOR YANG MEMPENGARUHI PERILAKU ORGANISASI PERAWAT DI RUMAH SAKIT UMUM DAERAH KABUPATEN LUWU

2018 ◽  
Vol 8 (01) ◽  
pp. 723-733
Author(s):  
Hairuddin Safaat ◽  
Tn. Jumadil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Regression Coefficient ◽  
Positive Impact ◽  
Citizenship Behavior ◽  
P Value ◽  
Main Concern

The needs of nurses who have the category of "good citizen" is the main concern that can not be ignored by management because it will have a positive impact on the organization.The purpose of this research is to analyze the influence of workload, job satisfaction and organizational commitment to Organizational Citizenship Behavior nurses. The research involved 104 implementer nurses. Data excavation techniques used questionnaires and interviews. Data were analyzed by regression analysis, t test, F test and coefficient of determination.The result of the research at the 5% significance level shows that: Workload has positive effect not significant to OCB nurse (regression coefficient: 0.116, p value: 0.245). The variables that give positive and significant influence to the nurse OCB are job satisfaction (regression coefficient: 0,226 and p value: 0,022) and organizational commitment (regression coefficient: 0,253 and p value: 0,012). Workload, job satisfaction and organizational commitment simultaneously give positive and significant influence to OCB nurse (F arithmetic: 4.836) with sig value: 0,003). Organizational commitment was the most dominant variable significantly influence the organizational citizenship behavior of nurses in the context of nurses in Batara Guru regional hospital, Luwu regency. Keywords : Work load, job satisfaction, organizational commitment, Organizational Citizenship Behavior

Psychological Capital and Work Attitudes: A Conceptual Analysis

2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
Bharat Chandra Sahoo ◽  
Surendra Kumar Sia ◽  
Niranjan Sahu ◽  
Aneesh V. Appu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Development ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Practical Implication ◽  
Job Involvement ◽  
Work Attitudes ◽  
Extensive Literature ◽  
Systematic Analysis

The major thrust of the present paper, pertaining to employees growth and development at work, attempts a systematic analysis of attitudinal outcomes and performance improvement due to psychological capital. The constructs, namely psychological capital, and work attitudes like job involvement, job satisfaction, organizational commitment, cynicism, and turnover intention have been described. Based on far reaching Indian as well as western literature and findings, it is suggested that psychological capital would be positively related to desirable attitudes like job satisfaction, organizational commitment, and job involvement whereas negatively related to undesirable attitudes like organizational cynicisms and turnover intention. Through extensive literature and findings, the researcher is aiming to formulate a conceptual model of psychological capital based on propositions and to show how psychological capital is related to job attitudes. With respect to organizational development, this paper also covers practical implication where systematic intervention of psychological capital is given utmost priority. With reference to various organizations and workplaces, how psychological capital can be applied in a scientific direction through proper training, workshop, and web-based programme in order to promote healthy and balanced life.

scholarly journals Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

2020 ◽  
Vol 5 (2) ◽  
pp. 134-149
Author(s):  
Weihui Fu ◽  
Feng He ◽  
Na Zhang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Ethical Behavior ◽  
Ethical Climate ◽  
Positive Impact ◽  
The Other ◽  
Three Dimensions ◽  
Insurance Agents ◽  
Ethical Climates ◽  
The Impact

This research explored the impact of job satisfaction, the ethical behavior of coworkers, successful managers, and employees themselves. Also explored were six types of ethical climate on organizational commitment and its three dimensions, including affective, continuance, and normative commitment through an investigation on 476 Chinese insurance agents. The empirical results showed that ethical behavior of coworkers and a caring climate had a significantly positive impact on both organizational commitment and its three dimensions, while independence climate had no significant influence on overall organizational commitment or its three dimensions. Job satisfaction, ethical behavior of successful managers and employees themselves, and the other five types of ethical climates only had a significant impact on organizational commitment or some of its dimensions.

Impact of Psychological Contract on Employees' Performance

2022 ◽  
pp. 55-72
Author(s):  
Geeta Sachdeva
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Psychological Contract ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Citizenship Behavior ◽  
Organization Citizenship Behavior ◽  
Financial Contract ◽  
And Performance ◽  
A Company

The performance of employees defines the competitive advantage of the company in current ferocious competition, and it affects the long-standing growth of the company. If a company inspires its workforce merely by the means of financial contract, then the company will not be in the position to gain the effective and efficient performances from its employees. Because apart from this financial contract, psychological contract also upsets attitudes and performance of the employees at the workplace. The spirit of the firms is the employees, and the implementation of the psychological contract can effectually decrease the turnover rate of employees and consequently increase their efficiency at the workplace. In the current chapter, first of all an attempt has been made to elucidate the concept and development process of psychological contract. After that it is endeavored to highlight the positive impact of psychological contract on employees' performances such as job satisfaction, organizational commitment, job performance, organization citizenship behavior, and turnover intentions.

scholarly journals The Influence of Turnover Factors Toward Employees’ Intention to Stay: A Case Study in Indonesian Islamic Universities

2020 ◽  
Vol 21 (1) ◽  
pp. 80-91
Author(s):  
Nazaruddin Malik
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Research Design ◽  
Religious Belief ◽  
Employee Turnover ◽  
Positive Impact ◽  
Intention To Stay ◽  
Descriptive Research ◽  
Corporate Commitment

This study analyzed several employee turnover factors, such as satisfaction, organizational commitment, and religiosity, to predict the employees’ intention to stay. Very few studies in the Muslim context have explored such a corporate attitude from the viewpoint of job satisfaction and organizational commitment. This study employed a quantitative and descriptive research design. A survey was used to analyze the correlation between some predictors of the employees’ intention to stay. In particular, it attempted to show that religiosity affected both job satisfaction and organizational commitment either directly or indirectly. The data were obtained from 150 employees in some Islamic universities in Malang. The findings revealed that (1) job satisfaction was influenced by religious beliefs. (2) job satisfaction significantly affected the employees' commitment. (3) religiosity gave an indirect positive impact to the corporate commitment through job satisfaction, and 4) religiosity was positively related to the employees' intention to stay. Regarding this, the employees who keep the religious belief in the workplace are encouraged to bring themselves to perform excellently.

Linkage between Job Satisfaction, Democratic Leadership Style and the Organizational Commitment of Employees of Privates of Bank in Nepal

2020 ◽  
Vol 4 (1) ◽  
pp. 97-111
Author(s):  
Arjun Rai ◽  
Prem Bahadur Budhathoki ◽  
Chandra Kumar Rai
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Social Science ◽  
Multiple Regression Analysis ◽  
Leadership Style ◽  
Analytical Method ◽  
Positive Impact ◽  
Democratic Leadership ◽  
Private Banks

This study investigated the effect of job satisfaction and perceived democratic leadership style of the managers on the organizational commitment of the employees working in the private banks in Nepal. The population in this study was all employees working in the private banks in Nepal. A hybrid instrument, which comprised pre-tested instruments, was used to collect the data. The analytical method used to test the hypothesis of the research was multiple regression analysis. Statistical Package for Social Science (SPSS), version 25, was used for analyzing the data. The study's findings- job satisfaction of the employees and their perception of the democratic leadership style of their managers, had a significant positive impact on their organizational commitment. This study's originality is that this study shows how the employees' perception of their manager's democratic leadership style and their job satisfaction affect their organizational commitment to the Nepalese context.

The socially effective leader: Exploring the relationship between athletic director political skill and coach commitment and job satisfaction

2019 ◽  
Vol 14 (2) ◽  
pp. 197-204 ◽  
Author(s):  
G Matthew Robinson ◽  
Mar Magnusen ◽  
Jun W Kim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Positive Impact ◽  
Political Skill ◽  
The United States ◽  
Leader Effectiveness ◽  
Equation Modeling ◽  
Head Coach ◽  
Athletic Director

Previous sport management research has demonstrated the positive relationship between political skill and personal career outcomes, but research addressing the question of how leader social effectiveness (i.e. political skill) influences the commitment and satisfaction of subordinates is lacking. This study sought to determine if leader (athletic director) political skill influences subordinate (head coach) evaluations of leader effectiveness, in turn influencing subordinate job satisfaction and commitment. Surveys were completed by interscholastic athletic directors ( n = 250) and representative subsets of head coaches ( n = 806) in the United States. Structural equation modeling was used to analyze the data. Political skill was shown to have a positive impact on evaluations of leader effectiveness. Leader effectiveness also acts as a mediator between political skill and employee job satisfaction and affective organizational commitment. Thus, political skill appears to be an important contributor to subordinate perceptions of leadership effectiveness, job satisfaction, and organizational commitment.

Sign in / Sign up

Export Citation Format

Share Document