scholarly journals Organizational-Based Self-Esteem and Organizational Identification as Predictors of Turnover Intention: Mediating Role of Organizational Trust

2021 ◽  
Vol 4 (2) ◽  
pp. 56-71
Author(s):  
Tochukwu Matthew Oguegbe ◽  
Henry Samuel Edosomwan
Keyword(s):  
Data Collection ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Organizational Trust ◽  
Human Resources Management ◽  
Negative Relationship ◽  
Self Esteem ◽  
Mediating Effect ◽  
Significant Negative Relationship

Purpose- This study aimed to examine the predictive role of organizational-based self-esteem and organizational identification on turnover intention while also studying the mediating effect of organizational trust among employees across five organizations. Design/Methodology- This study utilized the cross-sectional research design and quantitative approach for data collection.  The study sample comprises 131 employees drawn from five organizations with a mean age of 33.15 years (SD, 7.97). Standardized instruments (questionnaires) were used for data collection. The IBM-SPSS Statistics and Hayes PROCESS macro (model 4) was used for testing the hypotheses and conducting the mediational analysis. Findings- The results of the study revealed a significant negative relationship between organizational-based self-esteem and turnover intention (β= -.33, p < .01), and also a significant negative relationship between organizational identification and turnover intention (β=-.29, p < .01). Organizational trust was also found to mediate both relationships. Practical Implications- The results of this study highlight the importance of organizational-based self-esteem, organizational identification and trust in reducing turnover intention. The study recommends that to keep employees in the organization, human resources management (HRM) needs to foster trust, build practice that will promote identification and attachment, and enhance the relationship between the organization and employees.

scholarly journals The Relationship Between Ostracism and Turnover Intention: Role of Commitment as a Mediator

2018 ◽  
Vol III (IV) ◽  
pp. 389-399
Author(s):  
Nazim Ali ◽  
Zahid Ali ◽  
Adnan Khan
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Significant Positive Relationship ◽  
Mediating Role ◽  
Significant Negative Relationship ◽  
Basic Objective ◽  
Teaching Faculty ◽  
The Relationship

The basic objective of this study is to examine the mediating role of OC between WO and TI among the teaching faculty of universities of KP, Pakistan. Data were collected via questionnaires from 207 teachers. SPSS and Amos were used to analyze the data. The results revealed a significant positive relationship between WO and turnover intention, while a significant negative relationship between WO and OC and between OC and TI was confirmed. The results also revealed a significant partial mediation of OC between WO and turnover intention.

scholarly journals Relationship Between Jealousy and Subjective Happiness Among University Students: Moderating Role of Self-Esteem

2020 ◽  
Vol 35 (2) ◽  
pp. 393-409
Author(s):  
Ghazala Fazaldad ◽  
Sameena Iqbal ◽  
Bushra Hassan
Keyword(s):  
University Students ◽  
Positive Emotions ◽  
Negative Relationship ◽  
Sampling Technique ◽  
Self Esteem ◽  
Female Students ◽  
Subjective Happiness ◽  
Significant Negative Relationship ◽  
Moderating Role

The main aim of present study is to test the associations between perceived jealousy, subjective happiness, and self-esteem. Moreover, it also aimed to test the role of self-esteem as a moderator between jealousy and subjective happiness. Our sample comprised of 200 university students using purposive convenient sampling technique including 100 male and 100 female students. For data collection we used Perceived Jealousy Scale (Iqbal, Fazaldad, & Hassan, 2019), Rosenberg Self-Esteem Scale (Rosenberg, 1965) and Subjective Happiness Scale (Lyubomirsky & Lepper, 1999).Findings indicate a significant negative relationship between perceived jealousy and subjective happiness (r=-.32, p <.001), and a positive relationship between subjective happiness and self-esteem. Furthermore, self-esteem acts as a moderator between perceived jealousy and subjective happiness. This study is beneficial in finding ways to enhance the self-esteem of students so that they can deal with negative emotions of jealousy and can experience positive emotions of happiness.

scholarly journals Correlates Of Turnover Intention Among Rescue 1122 Workers

2017 ◽  
Vol 5 (1) ◽  
pp. 15-31
Author(s):  
Maryam Munawar ◽  
Talat Sohail
Keyword(s):  
Emotional Intelligence ◽  
Health Risk ◽  
Job Stress ◽  
Turnover Intention ◽  
Negative Relationship ◽  
Risk Behaviour ◽  
Self Esteem ◽  
Health Risk Behaviour ◽  
Correlation And Regression Analysis ◽  
Significant Negative Relationship

The aim of this research was to explore the correlates of Turnover Intention. The correlates included Organization-based Self-esteem (OBSE), Job Stress (JS), Emotional Intelligence (EI), and Health Risk Behaviour (HRB) among Rescue 1122 Workers. The study also aimed to explore Emotional Intelligence (EI) as a predictor of Turnover Intention (TI); Organizationbased Self-esteem (OBSE), Job Stress (JS) and Health Risk Behaviour (HRB) among Rescue 1122 Workers. The sample of the study consisted of 200 male Rescue 1122 Workers of Lahore city. Systematic Random Sampling was employed to gather data from participants. Correlational Research Design was used. The major tools of this study included Turnover Intention Scale, Organization based Self-esteem Scale, The Subjective Job Stress Scale, Emotional Intelligence Scale and Health Risk Behaviour Questionnaire. These above mentioned tools were used after taking consent from the participants. Correlation and Regression Analysis were applied on the data. The results showed that there was significant positive relationship between Turnover Intention and Job Stress. Furthermore there was significant negative relationship between Turnover Intention and OBSE. Moreover Emotional Intelligence (EI) was a significant predictor of OBSE, Job Stress (JS), and Health Risk Behaviour (HRB).

scholarly journals The Relationship Between Ostracism and Turnover Intention: Role of Commitment as a Mediator

2018 ◽  
Vol III (IV) ◽  
pp. 389-399
Author(s):  
Nazim Ali ◽  
Zahid Ali ◽  
Adnan Khan
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Significant Positive Relationship ◽  
Mediating Role ◽  
Significant Negative Relationship ◽  
Basic Objective ◽  
Teaching Faculty ◽  
The Relationship

The basic objective of this study is to examine the mediating role of OC between WO and TI among the teaching faculty of universities of KP, Pakistan. Data were collected via questionnaires from 207 teachers. SPSS and Amos were used to analyze the data. The results revealed a significant positive relationship between WO and turnover intention, while a significant negative relationship between WO and OC and between OC and TI was confirmed. The results also revealed a significant partial mediation of OC between WO and turnover intention.

scholarly journals The Mediating Role of Psychological Capital and Organizatioanal Commitment between Work Environment and Job Bunrout

2019 ◽  
Vol 5 (2) ◽  
pp. 381-386
Author(s):  
Muhammad Shahid ◽  
Nazim Ali
Keyword(s):  
Work Environment ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Working Environment ◽  
Mediating Role ◽  
Significant Negative Relationship ◽  
Relationship Of ◽  
The Relationship

The objective of this research was not only to investigate the relationship between working environment (WE) and job burnout (JB), WE and organizational commitment (OC), WE and psychological capital PsychCap, OC and JB, PsychCap and JB but also to investigate the mediating effect of OC and PsychCap between the relationship of working environment and JB of doctors working in hospitals of KP, Pakistan. Data were collected from three hundred and thirty doctors. The results revealed a significant negative relationship between WE and JB, OC and JB, PsychCap and JB while positive relationship was found between WE and OC, WE and PsychCap. The results also explored that OC partially mediated the relationship between WE and JB. PsychCap also partially mediated the relationship between WE and JB. When both OC and PsychCap were included as mediators, the relationship between WE and JB became insignificant (full mediation).

Organization-Based Self-Esteem Affects Employees' Exchange Relationship Perceptions and Extrarole Behavior

2016 ◽  
Vol 44 (3) ◽  
pp. 509-517 ◽  
Author(s):  
Yanhan Zhu
Keyword(s):  
Social Exchange ◽  
Positive Relationship ◽  
Mainland China ◽  
Negative Relationship ◽  
Self Esteem ◽  
Moderating Effect ◽  
Exchange Relationship ◽  
Significant Positive Relationship ◽  
Significant Negative Relationship ◽  
Practical Implications

The 2 types of exchange relationship perceptions—social exchange relationship perceptions (SERPs) and economic exchange relationship perceptions (EERPs)—constitute the primary concept for understanding individual behavior in the workplace. Using a sample of 581 employees from Mainland China, I explored the effects of SERPs and EERPs on employee extrarole behavior (ERB), as well as the moderating effect of organization-based self-esteem (OBSE) on the relationships between SERPs and ERB, and between EERPs and ERB. The results revealed a significant positive relationship between SERPs and ERB, a significant negative relationship between EERPs and ERB, and a significant moderating effect for OBSE. Theoretical and practical implications of these findings are discussed.

Structural empowerment and serving culture as determinants of organizational identification and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Radoslaw Nowak
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Joint Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Structural Empowerment ◽  
Content Type ◽  
Employee Identification ◽  
The Relationship

Purpose This paper aims to provide an alternative explanation for how organizations could increase levels of organizational identification, in turn reducing employee turnover intention. Specifically, the study empirically tests the joint effect of two types of organizational resources – structural empowerment and serving culture (SE*SC) – on employee identification. Moreover, it investigates the mediating effect of organizational identification on the relationship between the joint effect (SE*SC) and turnover intention. Design/methodology/approach The data were collected in 2018 from employees working in a higher education institution located in the USA. Structural equation modeling was used to test the proposed model. Findings Statistical analysis reveals the positive joint effect (SE*SC) on organizational identification and the mediating effect of identification on the relationship between the joint effect (SE*SC) and turnover intention. Originality/value This study contributes to past research by revealing a new important mechanism. Business organizations could increase levels of employee identification and, in turn, reduce turnover by providing empowering resources that allow employees to successfully complete their jobs. Moreover, the study also contributes to practice by providing some recommendations that managers may implement to improve internal effectiveness in their respective organizations.

scholarly journals Problematic smartphone use and affective temperaments among Lebanese young adults: scale validation and mediating role of self-esteem

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Joanne Zeidan ◽  
Souheil Hallit ◽  
Marwan Akel ◽  
Ismail Louragli ◽  
Sahar Obeid
Keyword(s):  
Young Adults ◽  
Self Esteem ◽  
Community Dwelling ◽  
Mediating Effect ◽  
Smartphone Addiction ◽  
Problematic Smartphone Use ◽  
Affective Temperaments ◽  
Mediating Role ◽  
Smartphone Use

Abstract Background Adults all over the world face serious issues from problematic smartphone use (PSU). It influences them negatively on a cognitive, behavioral, and emotional level, as well as on their tendencies and well-being. In Lebanon, the prevalence of PSU was shown to be 20.2% within the adult population, specifically with young adults (18–34 years old). This study investigates the validity and reliability of the Smartphone Addiction Scale (SAS) Arabic version. In addition, this study evaluates the association between PSU and affective temperaments and the mediating role of self-esteem in this association. Method A cross-sectional study was carried out between August and September 2020, using a sample of community-dwelling participants aged 18 to 29 years. The Smartphone Addiction Scale—Short Version was used to evaluate smartphone addiction among adolescents and adults. The five different temperaments of the patients were assessed by using the Affective temperament Scale (TEMPS‐A). The Rosenberg Self-Esteem Scale was used to evaluate self-esteem. Results 461 participants were included in this study. All items of the SAS were extracted and yielded a one-factor solution with Eigenvalues > 1 (variance explained = 49.96%; αCronbach = 0.886). The confirmatory analysis results consolidated those obtained from the factor analysis. Higher depressive temperament (B = 0.46) was significantly associated with more smartphone addiction, whereas higher self-esteem (B =  − 0.28) was significantly associated with less smartphone addiction. Self-esteem was found to mediate the association between depressive and hyperthymic temperaments with smartphone addiction. Conclusion This study added a better understanding of the high smartphone addiction rate among adults in Lebanon. It confirms the association between affective temperaments and PSU through the mediating effect of self-esteem on Lebanese adults.

scholarly journals The relationship between inter-organizational trust and performance

2012 ◽  
Vol 60 (4) ◽  
pp. 89-98 ◽  
Author(s):  
Roman Fiala ◽  
Martin Prokop ◽  
Iva Živělová
Keyword(s):  
Structural Equation ◽  
Organizational Trust ◽  
Negative Relationship ◽  
Fit Indices ◽  
Supplier Performance ◽  
Significant Negative Relationship ◽  
Model Fit Indices ◽  
And Performance ◽  
Using Data ◽  
The Relationship

The article deals with an investigation of the relationship between inter-organizational trust and performance. Using data obtained in a questionnaire survey in 373 organizations with more than 20 employees with their seat in the Czech Republic, we found the relationship between inter-organizational trust and supplier performance, mediated by the level of conflict. Also, the statistically significant negative relationship between inter-organizational trust and costs of negotiation and the statistically significant positive relationship between supplier performance and perceived performance were confirmed. The hypothesis on the statistically significant relationship between inter-organizational trust and negotiating costs was not confirmed. The structural equation modelling technique was used in the calculations. The calculated model fit indices (CFI, NFI, NNFI) with values over 0.9 demonstrate a very good quality of the model.

scholarly journals INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

2019 ◽  
Vol 6 (4) ◽  
Author(s):  
Sevcan KILIÇ AKINCI
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Business Units ◽  
Equation Modelling ◽  
The Relationship

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

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