scholarly journals The Significance of Interactional Justice on Human Dignity that Shapes Mass Exodus of Employees in an Organization: A Case Study of SMEs in Private Sector of Pakistan

2019 ◽  
Vol 4 (2) ◽  
pp. 203-220
Author(s):  
Junaid Athar Khan ◽  
Qadar Bakhsh Baloch
Keyword(s):  
Private Sector ◽  
Human Dignity ◽  
Turnover Intentions ◽  
Interactional Justice ◽  
Twin Cities ◽  
Research Approach ◽  
Analysis Tool ◽  
Quantitative Methodology ◽  
The Given ◽  
The Relationship

The study aims to investigate the relationship between perceived interactional justice and mass exodus of employees or employee’s turnover intentions in the employees of private sector SMEs of Pakistan, while considering the mediating impact role of human dignity/self-interest of employees. Deductive research approach with quantitative methodology is used for conducting this study and responses from 50 employees working in 10 different SMEs located in twin-cities Rawalpindi and Islamabad were obtained through pre-structured questionnaires. Multiple regression and inter-variable correlation analysis were applied for evaluating the relationship between the given variables of the study. SPSS data analysis tool is used for the statistical evaluation of responses obtained from the participants of the study, which are then interpreted and explained under each relevant section. The findings of this study fully supported the conceptual framework by accepting all the three hypothesis of the study. Finally, the researcher has identified certain limitations related to the given evaluation and also provided explanations regarding the possible future implications of the given study, so that the future researcher can use this study as an effective pool of knowledge before starting their respective studies.

scholarly journals THE EFFECT OF WORKLOADS ON TURNOVER INTENTION WITH WORK STRESS AS MEDIATION AND SOCIAL SUPPORT AS MODERATED VARIABLES

2021 ◽  
Vol 19 (2) ◽  
pp. 404-412
Author(s):  
Akbar Wibowo ◽  
◽  
Margono Setiawan ◽  
Agung Yuniarinto ◽  
◽  
...  
Keyword(s):  
Social Support ◽  
Work Stress ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Analysis Tool ◽  
Mediating Role ◽  
Permanent Employees ◽  
Relationship Of ◽  
The Relationship

The purpose of this study was to examine and analyze the relationship of workload, work stress, and social support for employee turnover intentions of PT. Bentoel Prima Malang. This study uses a population of all Primary Manufacturing Department (PMD) permanent employees of 83 employees. All members of the population are used as research samples (total sampling). Analysis tool to test the relationship between variables using the help of smartPLS 3.0. The results showed that workload did not significantly influence turnover intention. Job stress plays a mediating role between workload and work stress. Social support does not moderate work stress on turnover intention. The theoretical implications of this research provide opportunities for further research on workloads, not a major factor in employee decisions leaving the organization. Practical implications in this study provide new insights to companies and employees about the negative impact of increasing workload.

scholarly journals Relationship between Work-Family Conflict and Turnover Intention of University Teachers in Lahore

2020 ◽  
Vol V (III) ◽  
pp. 117-123
Author(s):  
Mahvish Fatima Kashif ◽  
Sidra Israr
Keyword(s):  
Private Sector ◽  
Family Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Public And Private ◽  
University Teachers ◽  
Work Family ◽  
The Relationship ◽  
Lahore City

The study tried to investigate the relationship between work-family conflict and turnover intentions of female university teachers in Lahore city across public and private sectors. Correlational research was selected as a research design. All the female teachers of public and private sector universities of Lahore city are considered as the population of the study. Proportionate stratified random sampling was used to select the sample. Strata were formed on the basis of designation. The sample size of teachers in public sector universities was 249, and the sample size of teachers in private sector universities was 201. A questionnaire was developed by Carlson, Kacmar, & Williams (2000) was used to measure work-family conflict. The measurement of turnover intention was addressed by using the Turnover Intention Scale (TIS) developed by Roodt, (2004). Multiple Regression was applied to explore the relationship between work-family conflict and turnover intention. An independent sample t-test was used to compare the two groups, such as the nature of institutions and marital status. It was concluded that there is a significant relationship between work-family conflict and turnover intentions of female university teachers.

scholarly journals Impact of Leadership Style on Employees Commitment: Moderating Role of Organization Politics: A Case Study of Public Sector Universities of KPK

2020 ◽  
Vol V (I) ◽  
pp. 40-50
Author(s):  
Nasir Ali ◽  
Marjan Ali ◽  
Muhammad Sheraz
Keyword(s):  
Public Sector ◽  
Leadership Style ◽  
Organizational Politics ◽  
Analysis Tool ◽  
Quantitative Methodology ◽  
Cross Sectional ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

The aim of this study is to investigate the relationship between employees commitment and leadership styles along with the moderating role of organizational politics in public sector universities of KPK. The researcher adopted a deductive approach with cross-sectional research design and used a quantitative methodology. Stratified random sampling has been used with an objective to ensure effective representation of the selected population. Responses from the participants were collected through a pre-structured questionnaire, which was then analyzed through the SPSS data analysis tool by using different statistical methods including descriptive statistics analysis, regression analysis, and inter-variables correlation analysis. Findings of the study show that organizational politics positively moderates the relationship of transformational and democratic style of leadership with commitment of employees. It is also provided that the stus findings would serve as a foundation for future researchers to conduct studies on the given topic in the future.

scholarly journals The Effect of Organizational Commitment on Turnover Intentions with Work Stress as Intervening Variable At Citra Perdana Kendedes Malang

2021 ◽  
Vol 2 (3) ◽  
Author(s):  
Ryke Ayuningtyas ◽  
Vivin Maharani
Keyword(s):  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Sampling Technique ◽  
Analysis Tool ◽  
Data Analysis Tool ◽  
The Relationship ◽  
Research Type

The higher the organizational commitment of the employees, the better they will provide services to consumers. However, if there are obstacles or shocks during the company’s career, of course the organizational commitment of the employees will be shaken, and create a feeling of pressure from within the employee or also known as work stress, and after the emergence of work stress in the employee, the desire to move out of the company is unavoidable. This desire is called turnover intention. This study aims to analyze the relationship between organizational commitment and turnover intentions mediated by job stress. Data collection was carried out through distributing questionnaires to employees of PT. The Prime Image of Kendedes Malang. This research uses explanatory research method with quantitative research type. The data analysis tool used in this study is Partial Least Squares (PLS) and uses SmartPLS software. The sampling technique used purposive sampling technique with the condition that employees who have worked more than 5 years at PT. Kendedes Prime Image. So that the samples that were collected were 88 workers (drivers and internal staffs). The results of this study indicate that organizational commitment has a direct effect on turnover intentions and organizational commitment has an effect on turnover intentions through work stress.

Mentoring and Psychological Empowerment: Relationship with Turnover Intentions of Managers: A Study on Private Sector Banks of Delhi-NCR Region

2016 ◽  
Vol 5 (2) ◽  
pp. 145-156 ◽  
Author(s):  
Shalini Srivastava
Keyword(s):  
Private Sector ◽  
Turnover Intention ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Psychological Empowerment ◽  
Middle Level ◽  
Descriptive Statistics ◽  
Work Setting ◽  
The Relationship

The purpose of the study was to understand impact of mentoring and psychological empowerment on turnover intentions of managers of private sector banks of Delhi-NCR Region of India. The study was conducted on 280 middle-level managers of private sector banks. Validated instruments were used and SPSS 20 was used for data analysis. Descriptive statistics, Pearson product moment correlation, and moderated regression analysis were used for the study. A significant relationship was found between psychological empowerment and turnover intention. The result found a negative association between mentoring and turnover intention. The results further found that mentoring moderated the psychological empowerment–turnover intentions relationship. As human capital is the pillar of the organization, it is pertinent that organizations must emphasize the role of mentoring in making the employees realize the true sense of empowerment and thereby reducing turnover intentions. The study is first of its kind in Indian work setting that has tried to understand the relationship between mentoring, psychological empowerment, and turnover intentions with reference to banking sector employees.

The Nexus between Financial Development and Human Development: The Case of Developing Countries

2020 ◽  
Vol 8 (2) ◽  
pp. 68
Author(s):  
Bilgehan Tekin
Keyword(s):  
Developing Countries ◽  
Private Sector ◽  
Human Development ◽  
Financial Development ◽  
Cointegration Analysis ◽  
Annual Data ◽  
Causality Analysis ◽  
Development Index ◽  
Development Levels ◽  
The Relationship

The purpose of this study to examine the relationship between financial development and human development in the health and welfare dimensions of developing countries. This study aims to determine whether the financial developments of the countries have an effect on the basic human development of the individuals and whether human development indicators have an impact on financial development. In this study, the relationship between financial development and human development has been tried to be revealed by using data obtained from developing countries. Financial development levels of the countries were measured with the developed financial development index. The index is calculated by using M3 / GDP, private sector loans / GDP and loans to banks from private sector / GDP ratios. The human development index is calculated by considering various health indicators and GNP per capita. The data includes annual data for the period 1970-2016. Pedroni and Kao cointegration analysis and Dumitrescu & Hurlin panel causality analysis were performed in the study. According to the results of the study, the cointegration relationship was determined between the two variables. There is also a two-way causality between the variables.

Organizational Justice enhances Subjective Well-being

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Ms. Anjali Sahai ◽  
Prof. (Dr). Abha Singh
Keyword(s):  
Organizational Justice ◽  
Satisfaction With Life ◽  
Interactional Justice ◽  
Well Being ◽  
Adverse Outcomes ◽  
Satisfaction With Life Scale ◽  
Subjective Well Being ◽  
Negative Experience ◽  
Life Scale ◽  
The Relationship

Organizational Justice has the potential to create major impact on organizations and employees alike. These include greater commitment, trust, enhanced job performance, more citizenship behaviors and less number of conflicts. It has been reported that employees seem to have a universal concern for Justice that transcends the self and that many are subject to biases at various point of time in their work life. Sometimes these biases lead to adverse outcomes including decreased level of subjective well-being. Subjective well-being is a broad category that includes life satisfaction, positive affect, and low negative affect, such as anger, sadness and fear. Thus to study the relationship between Organizational justice and subjective well-being, a sample of 88 employees working in Private Universities of NCR region were examined. For this purpose, the Organizational Justice scales consisting of Measure of Procedural & Interactional Justice and Distributive Justice Index scale by Moorman, Blakely & Niehoff (1998) and Subjective Wellbeing Scales inclusive of the Satisfaction with Life Scale(SWLS),Scale of Positive and Negative Experience(SPANE) and Flourishing Scale (FS) by Ed Diener (2004)were used. Results indicate significant relationship between the three types of Organizational justice and subjective well-being of employees.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

An Examination of the Link between Leader Motivating Language and Follower Interactional Justice

2021 ◽  
pp. 232948842110112
Author(s):  
Albi Alikaj ◽  
Doreen Hanke
Keyword(s):  
Structural Equation ◽  
Power Distance ◽  
Interactional Justice ◽  
Uncertainty Avoidance ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
Power Distance Orientation ◽  
Motivating Language ◽  
The Relationship

The study examines the relationship between leaders’ use of motivating language and their workers’ perceived interactional justice, that is, interpersonal and informational justice. The study also examines the influence of workers’ levels of power distance and uncertainty avoidance orientations on these relationships. We test the proposed model by conducting structural equation modeling using data from a sample of 505 participants. The findings show a positive relationship between leaders’ use of motivating language and their workers’ perceived interpersonal and informational justice. Furthermore, the study confirms our hypotheses that workers’ power distance orientation negatively moderates the relationship between leaders’ use of motivating language and workers’ perceived interpersonal justice and that workers’ uncertainty avoidance orientation negatively moderates the relationship between leaders’ use of motivating language and workers’ perceived informational justice.

scholarly journals Algebras Describing Pseudocomplemented, Relatively Pseudocomplemented and Sectionally Pseudocomplemented Posets

Symmetry ◽  
2021 ◽  
Vol 13 (5) ◽  
pp. 753
Author(s):  
Ivan Chajda ◽  
Helmut Länger
Keyword(s):  
Universal Algebra ◽  
Relational Structures ◽  
Pseudocomplemented Poset ◽  
The Given ◽  
The Relationship ◽  
Congruence Properties

In order to be able to use methods of universal algebra for investigating posets, we assigned to every pseudocomplemented poset, to every relatively pseudocomplemented poset and to every sectionally pseudocomplemented poset, a certain algebra (based on a commutative directoid or on a λ-lattice) which satisfies certain identities and implications. We show that the assigned algebras fully characterize the given corresponding posets. A certain kind of symmetry can be seen in the relationship between the classes of mentioned posets and the classes of directoids and λ-lattices representing these relational structures. As we show in the paper, this relationship is fully symmetric. Our results show that the assigned algebras satisfy strong congruence properties which can be transferred back to the posets. We also mention applications of such posets in certain non-classical logics.

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