scholarly journals Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy

2018 ◽  
Vol 10 (8) ◽  
pp. 2610 ◽  
Author(s):  
Uju Alola ◽  
Turgay Avci ◽  
Ali Ozturen
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Tourism Industry ◽  
Organizational Sustainability ◽  
Negative Effects ◽  
Organizational Continuity ◽  
Key Variables ◽  
Convenience Sampling ◽  
The Relationship

The hotel business is globally acknowledged to significantly contribute to the tourism industry. Over time, supervisor’s incivility continues to be a serious issue where cases of the uncivil act are known to be costly to the organization and creating negative effects on employees’ health and organizational continuity. Human capital has also been highlighted as one of the key variables to organizational sustainability. Using convenience sampling method, this study adopted a total of 329 respondents’ perception to test the study variables. The effect of supervisor’s incivility was assessed against employee’s self-efficacy, turnover intention, emotional exhaustion, and job satisfaction. The study employed data gathered from four and five stars hotels in Nigeria using Analysis of a moment structures (IBM AMOS) software to analyze the hypothesized relationships. Empirical evidence shows that self-efficacy mediates the relationship between supervisor incivility, turnover intention, and job satisfaction. The results show that evidence of supervisor’s incivility negatively affects hotel employee.

Incivility, satisfaction and turnover intention of tourist hotel chefs

2019 ◽  
Vol 31 (5) ◽  
pp. 2034-2053 ◽  
Author(s):  
Hsi-Tien Chen ◽  
Chih-Hung Wang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Turnover Intention ◽  
Workplace Incivility ◽  
Moderating Effect ◽  
Negative Effects ◽  
Content Type ◽  
Positive Effects ◽  
The Relationship ◽  
Structured Questionnaire

Purpose This study examines the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, emotional intelligence is taken as the moderating variable on the relationships between workplace incivility and job satisfaction and workplace incivility and turnover intention. Design/methodology/approach Tourist hotel chefs were invited to participate in this study using purposive sampling, and a structured questionnaire was administered to carry out the investigation on tourist hotel chefs. Findings The results show that workplace incivility has negative effects on job satisfaction and casts positive effects on turnover intention through job satisfaction. Emotional intelligence has a significant moderating effect on the relationship between workplace incivility and job satisfaction. Originality/value This study firstly demonstrated the relationships among workplace incivility, job satisfaction and turnover intention for tourist hotel chefs. Furthermore, the moderating effect of emotional intelligence on the relationship between workplace incivility and job satisfaction was also validated.

Cultural intelligence as a predictor of expatriate managers turnover intention and creative self-efficacy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hanan AlMazrouei ◽  
Robert Zacca
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Cultural Intelligence ◽  
Content Type ◽  
National Organizations ◽  
Expatriate Manager ◽  
Expatriate Managers ◽  
Creative Self ◽  
The Relationship

Purpose The purpose of the study is to investigate the relationship between cultural intelligence (CQ) and job satisfaction and its effect on creative self-efficacy and turnover intention within the expatriate manager community of the UAE. Design/methodology/approach The study proposes a theoretical model that was tested using a survey instrument administered to expatriate managers working in multi-national organizations in Dubai’s Jabal Ali Free Trade Zone. Findings The results show that job satisfaction fully mediates the relationship between CQ and turnover intention. Furthermore, the results indicate that job satisfaction partially mediates the relationship between CQ and creative self-efficacy. Originality/value The study contributions to the literature on international business by examining how expatriate manager’s job satisfaction is affected by CQ and its effect on turnover intention and creative self-efficacy within the expatriate manager context, which is seldom investigated.

Hierarchical plateau and turnover intention of employees at the career establishment stage

2016 ◽  
Vol 21 (5) ◽  
pp. 518-533 ◽  
Author(s):  
Baoguo Xie ◽  
Xun Xin ◽  
Guanglin Bai
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Survey Method ◽  
Hierarchical Regression ◽  
Job Fit ◽  
Negative Effects ◽  
Content Type ◽  
Mediating Role ◽  
Theory Of Work Adjustment ◽  
The Relationship

Purpose Applying the theory of work adjustment (TWA), the purpose of this paper is to investigate whether the effect of hierarchical plateau on the turnover intention of employees at the career establishment stage is mediated by job satisfaction and moderated by person-job fit. Design/methodology/approach A survey method was used and data were collected from 248 Chinese employees at the career establishment stage. Hierarchical regression analysis and moderated mediation analysis were used to test the hypotheses. Findings The results demonstrated that hierarchical plateau was positively related to the turnover intention of employees at the career establishment stage and that job satisfaction played a mediating role in the relationship. Person-job fit moderated the relationship between hierarchical plateau and job satisfaction, and the indirect effect of hierarchical plateau on turnover intention via job satisfaction. Originality/value This research offers new insights into the links between hierarchical plateau and employees’ work attitudes and withdrawal behaviour within the TWA. The results suggest that managers can lessen the negative effects of hierarchical plateau on employees’ attitudes and withdrawal behaviour by improving employees’ overall person-job fit.

scholarly journals The Relationship among Perceived Organizational Support, Trust, Job Satisfaction and Turnover Intention: A Study of Banking Sector in Pakistan

2018 ◽  
Vol 8 (4) ◽  
pp. 227
Author(s):  
Ali Hasan ◽  
Shala Noreen ◽  
Mohsin Hafeez
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Turnover Intention ◽  
Banking Sector ◽  
Health Sector ◽  
Mediating Effect ◽  
Education And Health ◽  
Convenience Sampling ◽  
The Impact ◽  
The Relationship

This research inspects the impact of POS on trust, job satisfaction and turnover intention and observe the mediating effect of job satisfaction between POS, trust and turnover intention. A sample of 281 is taken from the banking sector. Convenience Sampling is used. The scales are taken from earlier research and confirmed for validity & reliability. Eight hypotheses are explored. Data is analyzed through descriptive statistics and multiple regression. Results indicated that POS positively affected trust and job satisfaction, so did trust on job satisfaction. POS, trust and job satisfaction negatively affected turnover intention and the results are consistent with previous researches. Job satisfaction performed as partial mediator between POS and turnover intention; trust and turnover intention. The study is useful but also suffers from some limitations. This study was done on banking sector so it can only apply to banking sector. Other sector like education and health sector were missing. Time was limited, sample size was not too big. The findings of this study shows the importance of POS, trust and job satisfaction in affecting turnover intention in banking sector. For minimizing turnover intention mangers in this sector must consider these indicators. The research for the relation among said variables has been abundant in past, but in this area the research is still lacking so the gap is still there.

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>

Sign in / Sign up

Export Citation Format

Share Document