scholarly journals Examining the Mediating Role of Organisational Support on the Relationship Between Organisational Cynicism and Turnover Intention in Technology Firms in Istanbul

2021 ◽  
Vol 12 ◽  
Author(s):  
Berat Cicek ◽  
Mehmet Ali Turkmenoglu ◽  
Mustafa Ozbilgin
Keyword(s):  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Mediating Role ◽  
Technology Firms ◽  
Organisational Support ◽  
The Relationship ◽  
Affective Dimensions

Cynicism and turnover intentions are highlighted as being detrimental to organisations’ sustainability. Drawing on the social exchange theory, this paper aims to examine the effect of organisational cynicism on turnover intention and the mediating role of organisational support on this relationship. A survey was conducted with 289 employees and managers. Data were gathered from 54 technology firms from Istanbul, Turkey, and analysed through structural equation modelling using AMOS. The findings suggest that the cognitive and affective dimensions of cynicism are significant predictors of turnover intention, and further that organisational support mediates the relationship between the cognitive and affective dimensions of cynicism and turnover intention. This research is novel in that it deepens our understanding of how detrimental workplace perceptions might affect employees’ intentions to leave their organisations and to what extent organisational support mediates this relationship in technology firms in Istanbul, Turkey. To our knowledge, no study has investigated these three variables together, as in the proposed model.

Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions

2018 ◽  
Vol 47 (2) ◽  
pp. 353-377 ◽  
Author(s):  
Upasna A. Agarwal ◽  
Vishal Gupta
Keyword(s):  
Work Engagement ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

scholarly journals The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan

2020 ◽  
Vol 12 (19) ◽  
pp. 8189
Author(s):  
Roselina Ahmad Saufi ◽  
Nur Naha Abu Mansor ◽  
Abdul Samad Kakar ◽  
Harcharanjit Singh
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Faculty Members ◽  
Future Research ◽  
Job Fit ◽  
Mediating Role

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.

Flexible working arrangement and job performance: the mediating role of supervisor support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan
Keyword(s):  
Job Performance ◽  
Social Exchange ◽  
Structural Equation ◽  
Well Being ◽  
Service Industries ◽  
Content Type ◽  
Mediating Role ◽  
Flexible Working ◽  
The Relationship

PurposeThis study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating role of supervisor's support on the relationship between FWAs and job performance.Design/methodology/approachTo test the hypothesised model, cross-sectional data were collected from 214 employees working in 46 service firms in India. The data were analysed by structural equation modelling.FindingsThe supervisor's support mediated the relationship between FWAs and job performance. The study’s results show that role of supervisors shapes the collective social exchange relationship between the organisation and employees. These findings highlight the importance of shared experiences, values and norms, which reciprocate with change-supportive behaviours and abilities. Moreover, supervisors’ support transmits signals through which employees feel more valued and eventually affect their job performance.Research limitations/implicationsThe research is confined to India's service industries settings only.Practical implicationsService firm management recommended implementing FWAs with appropriate organisation level planning, which directly benefits employees' well-being, improves work–life balance, reduces the rate of employee turnover and leads to increased employee productivity.Originality/valueThe study's result is that supervisor's support has a significant influence on employee uptake of FWAs, and understanding how the service firm's context shapes supervisors’ support is critical to improving FWAs implementation.

Abusive supervision and turnover intentions: The mediating role of perceived organisational support

2015 ◽  
Vol 22 (2) ◽  
pp. 139-153 ◽  
Author(s):  
Jarrod M. Haar ◽  
Alida de Fluiter ◽  
David Brougham
Keyword(s):  
New Zealand ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Ethnically Diverse ◽  
Abusive Supervision ◽  
Blue Collar Workers ◽  
Mediating Role ◽  
Organisational Support ◽  
Perceived Organisational Support

AbstractAbusive supervision has a significant impact on employee turnover intentions. An underexplored factor in this area is the influence of support: we test perceived organisational support as a mediator. The present study utilised data from three distinct populations within New Zealand: (1) ethnically diverse blue-collar workers, (2) Māori (the indigenous people of New Zealand) employees, and (3) Chinese employees working within New Zealand. Structural equation modelling from the combined sample of 432 respondents (in total) showed that the indirect-effects model fit the data best, where abusive supervision was positively related to turnover intentions and negatively towards perceived organisational support; while support was negatively related to turnover intentions. Our findings bear out the notion that organisational support mediates the influence of abusive supervision on turnover intentions, highlighting the effect of organisational influence within this area. By exploring these relationships on three distinct populations, this study improves the generalisability of the related theories.

The impact of CSR perceptions on workers’ turnover intentions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Pedro Gaudencio ◽  
Arnaldo Coelho ◽  
Neuza Ribeiro
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Exchange Process ◽  
Content Type ◽  
Mediating Role ◽  
Member Exchange ◽  
Underlying Mechanisms ◽  
The Impact

Purpose The study aims to show how organisational corporate social responsibility (CSR) can influence workers’ attitudes, especially in terms of turnover intentions (TI). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of leader–member exchange (LMX) and the moderation role of perceived external prestige (PEP). Design/methodology/approach The authors use structural equation modelling based on survey data obtained from 315 Portuguese individuals. Findings The findings show that the perceptions of CSR predict TI through the mediating role of LMX. Seemingly PEP appears to be moderating the relationship between TI and its determinants. These findings suggest that managers should implement CSR practices because these can contribute towards reducing TI. Originality/value This study enriches the existing knowledge about relationships in organisational contexts and responds to the need of understanding the underlying mechanisms linking CSR with workers’ organisational outcomes, by analysing CSR practices in a holistic stakeholder perspective.

Being abused, dealt unfairly, and ethically conflicting? Quitting occupation in the lap of silence

2019 ◽  
Vol 12 (1) ◽  
pp. 22-39
Author(s):  
Abdul Mannan ◽  
Muhammad Kashif
Keyword(s):  
Structural Equation ◽  
Service Sector ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Perceived Injustice ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the integrative effects of abusive supervision (AS), perceived injustice (PI) and ethical conflict (EC) on occupational turnover intentions (OTI) among frontline employees (FLEs). Furthermore, the mediating role of quiescent silence (QS) is examined. Design/methodology/approach The authors collected survey-based data from 320 FLEs working in different service sector organizations of Pakistan. The snow-ball sampling technique is employed to approach respondents of this study. The collected data are analyzed through structural equation modeling (SEM) technique using SmartPLS 3.0. Findings The AS, PI and EC are found to collectively predict OTI among FLEs with a mediating effect of QS. The EC is the strongest predictor of OTI. Practical implications The results imply that service managers must ensure that employees are treated fairly. Furthermore, relevant trainings are offered to FLEs in order to maintain the required ethical standards at work to reduce EC perceptions. Originality/value The study is pioneer in presenting the relationship between QS and occupational turnover among FLEs. Furthermore, the study advocates the mediating role of employee quiescent silence to enrich the relationship between socio-psychological factors (i.e. AS, EC and PI) and OTI.

THE MEDIATING ROLE OF PERSONAL INITIATIVE IN THE RELATIONSHIP BETWEEN TEACHERS' WORK AUTONOMY AND SUBJECTIVE WELL-BEING

ATLAS JOURNAL ◽  
2021 ◽  
Vol 7 (43) ◽  
pp. 2094-2111
Author(s):  
Kenan ORÇANLI ◽  
Mustafa BEKMEZCİ
Keyword(s):  
Organizational Behavior ◽  
Structural Equation ◽  
Well Being ◽  
Subjective Well Being ◽  
Job Autonomy ◽  
Mediating Role ◽  
Personal Initiative ◽  
Work Autonomy ◽  
The Relationship

The aim of the study is to examine the mediating role of personal initiative in the relationship between job autonomy and subjective well-being in the Turkish education system. In this context, the research was carried out on a sample created by the convenience sampling method on the teachers working in the 2019-2020 Education and Training Period at the primary and secondary education levels within the borders of Ankara Metropolitan Municipality. The data of the research are collected by using three scala, job autonomy scale, subjective well-being scale and personal initiative scale. Relational scanning model was used to determine the direction and level of change between the variables subject to the research, and partial least squares-structural equation model was used for the structural analysis of the established model. SmartPLS package program and R programming language were used in the study. In the analyses, the assumptions that need to be provided about the data were checked first, and then the established model was tested. As a result of the analysis; It has been determined that there is a significant and same-sided relationship between job autonomy, subjective well-being and personal initiative variables, and personal initiative plays a full mediator role in the relationship between work autonomy and subjective well-being. It is considered that the study will contribute to the organizational behavior literature and that the results obtained from the research can form the basis for future studies. Key words: Job Autonomy, Subjective Well-Being, Personal Initiative

Iranian Coaches Forgiveness and Relationship Quality to Their Athletes

2021 ◽  
pp. 1-8
Author(s):  
Hassan Gharayagh Zandi ◽  
Sahar Zarei ◽  
Mohammad Ali Besharat ◽  
Davoud Houminiyan sharif abadi ◽  
Ahmad Bagher Zadeh
Keyword(s):  
Relationship Quality ◽  
Structural Equation ◽  
Equation Modeling ◽  
Data Sets ◽  
Mediating Role ◽  
Interpersonal Behaviors ◽  
Key Factor ◽  
The Relationship

Coaching has often been viewed as a context within which coaches operate to largely bring about changes in athlete’s performance and flourishing. One key factor to successful outcomes in coaching is the quality of the relationship between coaches and athletes. The coach–athlete relationship is at the heart of coaching; however, limited studies have been conducted on its antecedents. The aim of this study was to investigate the relationship between coaches’ forgiveness and perceived relationship quality toward their athletes through verifying the mediating role of interpersonal behaviors of coaches. A total of 270 Iranian coaches participated in the survey, and the data sets were analyzed using structural equation modeling. Results revealed that forgiveness positively predicted the coaches’ perceived relationship quality with their athletes, and this pathway was mediated by the coaches’ interpersonal behaviors.

The effect of perceived organisational politics on organisational silence through organisational cynicism: Moderator role of perceived support

2018 ◽  
pp. 1-20 ◽  
Author(s):  
Hadi A. AL-Abrrow
Keyword(s):  
Structural Equation ◽  
Survey Design ◽  
Equation Model ◽  
Public Hospitals ◽  
Perceived Support ◽  
Mediating Role ◽  
Moderator Role ◽  
The Relationship ◽  
Organisational Politics

AbstractThis study examines the effect of perceived organisational politics on organisational silence through the mediating role of organisational cynicism. In addition, it tests the effect of perceived support on this relationship. A quantitative (questionnaire survey) design was used to gather data from 346 employees in three public hospitals in Iraq. The structural equation model was used for data analysis. The results demonstrate that all the major hypotheses were accepted, and important role of perceived support in reversing the positive relationship between perceived organisational politics and organisational cynicism was also highlighted. Furthermore, the mediating role was clear in terms of organisational cynicism and the relationship between perceived organisational politics and organisational silence.

scholarly journals Employees’ Job Characteristics and Job Crafting Behavior: The Mediating Role of Perceived Opportunities to Craft

2018 ◽  
Vol 8 (4) ◽  
pp. 65
Author(s):  
Jessica Van Wingerden ◽  
Rob Poell
Keyword(s):  
Health Care Professionals ◽  
Structural Equation ◽  
Job Demands ◽  
Job Characteristics ◽  
Job Crafting ◽  
Job Resources ◽  
Mediating Role ◽  
Dutch Health ◽  
The Relationship

The present study was designed to gain knowledge about the relationship between job characteristics in the workplace (job demands and job resources), employees’ perceived opportunities to craft, and subsequently their actual job crafting behavior. Specifically, the potential mediating role of perceived opportunities to craft could shed better light on the mechanisms that lead employees to job craft in the context of particular work characteristics. We collected data among a group of Dutch health care professionals working in an organization that offers care for patient with mental disabilities (N=522). Participants of the study reported their job demands; workload, emotional demands and work-home interference, their job resources; role clarity, communication and team cohesion, their perceived opportunities to craft, and their job crafting behavior. We tested the hypothesized antecedents of job crafting perceptions and behavior model with structural equation modelling (SEM) analyses. Results indicated that perceived opportunities to craft mediates the relationship between job resources and employees actual job crafting behavior. The insights provided in this study do not only build on job crafting literature but are also helpful to understand which aspects of the workplace influence employees’ job crafting behavior. Therefore, these insights may be useful for the deliberate cultivation of job crafting behavior within organizations.

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