scholarly journals The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work

2020 ◽  
Vol 17 (14) ◽  
pp. 5247
Author(s):  
Yuan Gu ◽  
Dongbei Liu ◽  
Guoping Zheng ◽  
Chuanyong Yang ◽  
Zhen Dong ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Online Survey ◽  
Turnover Intentions ◽  
Job Demands ◽  
Occupational Commitment ◽  
Group Activities ◽  
Correlative Analysis ◽  
The Relationship ◽  
Chinese Seafarers

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

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.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

Is public healthcare healthy? The role of emotional exhaustion

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
M. Ángeles López-Cabarcos ◽  
Analía López-Carballeira ◽  
Carlos Ferro-Soto
Keyword(s):  
Role Conflict ◽  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Job Demands ◽  
Work Attitudes ◽  
Public Healthcare ◽  
Content Type ◽  
The Relationship

PurposeThis study analyzes the mediating effect of emotional exhaustion between certain job demands (workload, role conflict, and influence at work) and employees' work attitudes (affective commitment and turnover intention) in public healthcare. Furthermore, it analyzes the moderating effect of possibilities for development and the degree of freedom at work between the above-mentioned job demands and emotional exhaustion.Design/methodology/approachA total of 512 healthcare professionals participated in the study. The data were analyzed using structural equation modeling and a hierarchical multiple regression analysis.FindingsThe results show that emotional exhaustion fully mediates the relationship between job demands (workload and role conflict) and work attitudes (affective commitment and turnover intention). Moreover, the possibilities for development and degree of freedom at work moderate the relationship between role conflict and emotional exhaustion.Practical implicationsStrategies should be designed to prevent employees from becoming emotionally exhausted and lead them to feel more motivated, which results in a more effective public healthcare service.Originality/valueThis study stresses the importance of analyzing the role of emotional exhaustion in the public healthcare context. It demonstrates the mediating role of this variable between several antecedents and consequences, and it analyzes whether other relevant variables can moderate the negative effects of emotional exhaustion.

Sanctification of work and turnover of teachers under insurgency

2019 ◽  
Vol 58 (2) ◽  
pp. 171-186
Author(s):  
Linus Jonathan Vem ◽  
Yakubu Ali Mbasua ◽  
Makrop Davireng
Keyword(s):  
Turnover Intention ◽  
Affective Commitment ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose Sanctification of work research is still a growing area among management and educational guild of researchers. The purpose of this paper is to explore the intervening role of career satisfaction and affective commitment in the relationship between sanctification and turnover intentions among teachers in a Boko Haram infested region of Nigeria. Design/methodology/approach The authors adopted a cross-sectional survey design using 375 responses out of the 600 administered questionnaires to three states within the context of this study. The usable data were analyzed using SmartPLS version 3.2.7 to evaluate the hypothesized relationships. Findings The results reveal: negative but insignificant relationship between sanctification and turnover intention; career satisfaction and affective commitment mediate the relationship between sanctification of work and employee intention to leave. Originality/value The predictive role of sanctification was proven to be insignificant under unfriendly work environment, which is contrary to the literature on the role sanctification. The mediating role of career satisfaction and affective commitment between sanctification and turnover intention is relatively new. The two constructs constitute the mechanism through which the relationships are sustained; hence the hypotheses on the indirect relationships are established.

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.

scholarly journals Workplace Bullying and Turnover Intention. The Role of Protective versus Vulnerable Personality Factors

2020 ◽  
Vol 18 (2) ◽  
Author(s):  
Dragos Iliescu ◽  
Andreea Butucescu ◽  
Miruna Mutu
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Turnover Intention ◽  
Protective Factor ◽  
Turnover Intentions ◽  
Personality Factors ◽  
Big Five Personality ◽  
Convenience Sample ◽  
The Relationship

This study investigates the vulnerability/protection effects of the Big Five personality traits (extraversion, openness, agreeability, conscientiousness, neuroticism) on the relationship between bullying and turnover intention. Specifically, based on the assumption of Vulnerability-Stress Model we propose that bullying will predict turnover intention and that this relationship will increase or decrease in accordance with one’s level of certain personality traits. We collected a Convenience sample of 460 employees. Results of the moderation analysis suggests that bullied employees, as an attempt to coping are more inclined to turnover intentions, as preceded suggested by literature. Furthermore, out of all 5 factors, solely extraversion and agreeableness acts like a protective factor.

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.

scholarly journals Stay or Leave? The Role of Career Adaptability and Organizational Embeddedness for Turnover Intentions

2021 ◽  
pp. 089484532110283
Author(s):  
Sieraadj Orie ◽  
Judith H. Semeijn
Keyword(s):  
The Netherlands ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Future Research ◽  
Career Adaptability ◽  
Public And Private ◽  
Private Organizations ◽  
Organizational Embeddedness ◽  
The Relationship

The purpose of this article is to investigate the relationship between career adaptability (CA) and organizational embeddedness (OE) and organizational and occupational turnover intention among employees in the Netherlands. Logistic regression analysis was utilized to examine survey data obtained from 173 employees with various occupations, who worked for (semi-)public and private organizations in the Netherlands. The variable measuring CA did not contribute to explaining organizational or occupational turnover intention. The variable measuring OE contributed to explaining organizational and, to a lesser extent, occupational turnover intention. In addition, for moderately to higher embedded workers, the odds of organizational turnover increased when they had higher CA. Our results suggest that the fostering of CA, in general, does not influence the likelihood of workers making transitions. Implications for practice and future research are discussed.

Buying-Shopping Disorder among Women: The Role of Vulnerability to Marketing, Buying Motives, Impulsivity, and Self-Esteem

2020 ◽  
Vol 27 (4) ◽  
pp. 294-303
Author(s):  
Emeline Chauchard ◽  
Julie Mariez ◽  
Marie Grall-Bronnec ◽  
Gaëlle Challet-Bouju
Keyword(s):  
Online Survey ◽  
Marketing Research ◽  
Self Esteem ◽  
Marketing Strategies ◽  
Fashion Industry ◽  
Intention To Purchase ◽  
And Coping ◽  
Alcohol Users ◽  
The Relationship

<b><i>Introduction:</i></b> The influence of marketing on addictive behaviours has been studied among tobacco and alcohol users. Although the fashion industry is highly influenced by marketing, research has poorly studied vulnerability to fashion marketing as a factor related to buying-shopping disorder (BSD) while considering psychological characteristics (buying motives, impulsivity, and self-esteem). <b><i>Objective:</i></b> The objective of the present work is to investigate the relationship between vulnerability to marketing and BSD. <b><i>Methods:</i></b> Women (<i>n</i> = 242) were exclusively recruited through social networking. They completed an online survey exploring the severity of BSD using the <i>Compulsive Buying Scale</i> (CBS) and the psychological factors associated with BSD (impulsivity, self-esteem, and buying motives) and an experimental task designed to investigate the intention to purchase in several situations, where marketing modalities such as price, brand, and packaging fluctuate. <b><i>Results:</i></b> Among the 242 participants in the study, 34 were identified as compulsive buyers (14%). Income level was considered, and compulsive buyers displayed a higher level of vulnerability to marketing, except for the packaging modality. High levels of positive urgency, lack of premeditation, and coping motivation were found to be significant predictors of the CBS score, but vulnerability to marketing was not. <b><i>Discussion and Conclusions:</i></b> Compulsive buyers seem to be more sensitive to marketing strategies, although vulnerability to marketing was not identified as a predictor of the severity of BSD. Given the enormous literature on the role of marketing in other addictive behaviours, further studies are needed to better understand the role of marketing in BSD to develop appropriate public health policies.

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