scholarly journals Perceived Organizational Injustice, Job Satisfaction, Organizational Commitment, and Turnover Intention: A Study of MNCs in Malaysia

2021 ◽  
Vol 22 (2) ◽  
pp. 1047-1065
Author(s):  
Daisy Mui Hung Kee ◽  
Kuok Shiong Chung
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Negative Influence ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role ◽  
Organizational Injustice

The paper intends to examine the relationship between perceived organizational injustice, organizational commitment, and turnover intention. Besides, the paper investigates the mediating role of job satisfaction on the relationship between organizational injustice, organizational commitment, and turnover intention. The presence of gender as a moderating role is also tested. Testing hypotheses on 203 MNCs employees, the paper finds that distributive and interactional injustice are associated with organizational commitment, job satisfaction, and higher turnover intention. Procedural injustice has a direct negative influence on job satisfaction. Job satisfaction has a mediating effect on the relationship between organizational injustice, organizational commitment, and turnover intention. Gender is found to have a moderating effect on the relationship between organizational injustice and turnover intention. This study's findings serve as guidelines to help managers better understand organizational behaviors, specifically on how to minimize employee turnover, improve job satisfaction and organizational commitment, and make better decisions in managing the perception of distributive and interactional injustice when dealing with their employees.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

The Influence of Work Motivation on Organizational Commitment Among Civil Servants of Kazakhstan: Analyzing the Mediating Role of Job Satisfaction

2021 ◽  
Vol 19 (3) ◽  
pp. 543-567
Author(s):  
Gaziz Sagituly ◽  
Junhua Guo
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Civil Service ◽  
Work Motivation ◽  
Civil Servants ◽  
Mediating Effect ◽  
Regional Administration ◽  
Mediating Role ◽  
The Relationship

One of the priority directions of administrative reforms that take place in the Republic of Kazakhstan is the enhancement of civil service effectiveness. And, the success of reforms will mostly be determined by the condition of civil service, which depends on the performance of civil servants. Taking into consideration the importance of motivated and satisfied employees on their commitment, this study was aimed to identify the relationship between motivation and job satisfaction on employees’ commitment and studying the mediating role of job satisfaction on the relationship of civil servants’ motivation and organizational commitment in the central and local executive bodies in Kazakhstan. In total, 1205 civil servants from 5 ministries and 4 regional administration completed a questionnaire adapted from previous studies. The results show significant relationships exist between work motivation dimensions and organizational commitment as well as work motivation and job satisfaction. Moreover, the study found the mediating effect of job satisfaction on the hypothesized relationships. This paper contributes to the existing human resources literature on employees’ commitment and guides management on how to improved employees’ job satisfaction and employee’s commitment.

scholarly journals The Mediating Role of Trust in Management on Job Satisfaction and Organizational Commitment

Pravaha ◽  
2020 ◽  
Vol 25 (1) ◽  
pp. 43-52
Author(s):  
Binod Ghimire
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Practical Implication ◽  
Mediating Effect ◽  
Mediating Role ◽  
Trust In Management ◽  
The Impact ◽  
The Relationship

Purpose- The paper aims to empirically testing the mediating effect of trust in management in the relationship between organizational justice and personal outcomes. The main purpose of this study is to understand mediating role of trusting the management on organizational justice and its impact on job satisfaction and organizational commitment. Approach- The study is based on the effect of organizational justice, trust in management, job satisfaction and organizational commitment among nursing staff working at different hospitals at Kathmandu Valley. This study incorporates design and distribution of questionnaire to 160 nurses belonging to different hospitals working on different scale of pay level. Findings- Organizational justice alone does not significantly increase job satisfaction as well as commitment in the organization. Trust in management mediates the relationship organizational justice and personal outcome. Organizational justice positively affect personal outcome when mediated by high trust in management. Practical implication- This paper is useful to academicians and organizations to understand the impact of trust in management on the work performance. This study provides practical implications towards nurses and management of hospitals. Management requires change in behavior to develop trusting environment in workplace.

scholarly journals High-Performance Work Practices and Turnover Intention: Investigating the Mediating Role of Employee Morale and the Moderating Role of Psychological Capital

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402098855
Author(s):  
Anthony Frank Obeng ◽  
Yongyue Zhu ◽  
Prince Ewudzie Quansah ◽  
Albert Henry Ntarmah ◽  
Eric Cobbinah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
High Performance ◽  
Employee Morale ◽  
Affective Organizational Commitment ◽  
Mediating Role ◽  
High Performance Work Practices ◽  
The Relationship

This study examined the effects of high-performance work practices on turnover intention through the mediating role of employee morale. The study also examined the extent to which psychological capital could moderate the relationship between employee morale and turnover intention. With the aid of questionnaire administration, the study collected 469 valid responses from frontline employees in the hospitality sector of Ghana. Findings from the hierarchical regression analysis showed that training and empowerment had a significant influence on turnover intention. Training and reward also had a significant positive effect on job satisfaction. Empowerment, on the other hand, had a significant positive influence on affective organizational commitment. Both affective organizational commitment and job satisfaction significantly influenced turnover intention. Optimism and resilience moderated the relationship between affective organizational commitment and turnover intention. Also, self-efficacy moderated the relationship between job satisfaction and turnover intention. The study offers some implications and suggestions for future studies in the main text.

scholarly journals THE IMPACT OF LEADERSHIP ON TURNOVER INTENTION: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION

2017 ◽  
pp. 27-41 ◽  
Author(s):  
Alicia Jia Ping Lim ◽  
Joshua Teck Khun Loo ◽  
Pey Huey Lee
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Mediating Effect ◽  
Organisational Commitment ◽  
Mediating Role ◽  
The Relationship ◽  
A Company

High undesirable employee turnover is a prevalent issue in today’s contemporary business organisations which has resulted in both direct and indirect costs for organisations. This research was carried out in the Finance Shared Service Center (SSC) of a company where the employee turnover rate is increasing at an alarming rate over the past three years. This study was conducted to investigate the relationship between transformational leadership, job satisfaction, organisational commitment and turnover intention. In particular, this study focuses on the mediating effect of job satisfaction and organisational commitment on the relationship between transformational leadership and turnover intention. A total of 100 useable responses were collected from the total population in the Finance SSC of a company using survey method. The data collected were analysed by using SPSS version 22 and SMART PLS 3.0. Partial Least Squares Structural Equation Modelling (PLS-SEM) approach was deployed to validate the research model and the research hypotheses. Result reveals an insignificant negative relationship between transformational leadership and turnover intention. However, job satisfaction is demonstrated to fully mediate the relationship between transformational leadership and turnover intention. Transformational leadership indirectly influences turnover intention through mediating role of job satisfaction. This study provides both theoretical contribution and managerial recommendations. Limitation of this study relates to cross sectional design and small sample size. Hence, it is recommended that future research should consider longitudinal study and to conduct similar research for the entire industry or in other organisational contexts.

Mediating Effect of WhatsApp Addiction Between Social Loneliness and Preference for Online Social Interaction: A Cross-cultural Study

2021 ◽  
pp. 097215092110556
Author(s):  
Komal Nagar ◽  
Gurmeet Singh ◽  
Rabinder Singh
Keyword(s):  
Social Interaction ◽  
Underlying Mechanism ◽  
Mediating Effect ◽  
Mediating Role ◽  
Cross Cultural Study ◽  
Online Social Interaction ◽  
The Relationship ◽  
Moderating Role ◽  
Social Loneliness

The present study aims to explore the relationship between social loneliness and online interaction through WhatsApp addiction among a sample of Indian and Fijian respondents. Based on the responses of 202 Indian and 73 Fijian respondents, the present research study validated the mediating role of WhatsApp addiction, revealing that social loneliness increased the possibility of preferring to interact online through increased WhatsApp addiction. The empirical results showed that the underlying mechanism of social loneliness might indirectly influence consumers’ preference for online social interaction (POSI). The study further assessed the moderating role of culture in the association between social loneliness and POSI. Findings of the moderated mediation analysis demonstrated that, the association between loneliness and preference to socialize online differed, based on the identified cultural differences between Indian and Fijian groups.

scholarly journals The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

2016 ◽  
Vol 11 (12) ◽  
pp. 83 ◽  
Author(s):  
Hakan Turgut ◽  
Ismail Tokmak ◽  
M. Fikret Ates
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Emotional Dilemmas ◽  
Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

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