scholarly journals A study on the Effects of Job Embeddedness on Turnover Intention for Private Security Guards - Focused on the Mediating Effect of Organizational Citizenship Behavior -

2017 ◽  
Vol 30 (3) ◽  
pp. 349-384
Author(s):  
Seongsu Park
2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saira Saira ◽  
Sadia Mansoor ◽  
Muhammad Ali

PurposeThe purpose of this study is to empirically test the mediating effect of psychological empowerment in the relationship between transformational leadership and two employee outcomes: organizational citizenship behavior and turnover intention.Design/methodology/approachThe data were collected from 316 employees working in the textile industry to empirically test the proposed model.FindingsThe findings of this study indicate that psychological empowerment mediates the relationship between transformational leadership and both employee outcomes of organizational citizenship behavior and turnover intention.Research limitations/implicationsThis study suggests that organizations aiming to minimize turnover intention among employees should develop a transformational leadership style at the managerial level to enhance psychological empowerment among employees, which, in turn, will also improve organizational citizenship behavior.Originality/valueThis study proposes and tests the indirect effect of transformational leadership on organizational citizenship behavior and turnover intention via psychological empowerment.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ken Sudarti ◽  
Olivia Fachrunnisa ◽  
Alifah Ratnawati

Purpose This study aims to examine the role of ta’awun in reducing voluntary turnover intention. The authors defined ta’awun as the willingness to help colleagues without being asked and expecting rewards as promised by Islam. Also, the antecedent variables of organizational identification and job embeddedness are used to predict ta’awun. Design/methodology/approach This study used 216 respondents from Islamic Universities in Indonesia. Structural equation model was used to analyze data and test the empirical model. Findings Job embeddedness and organizational identification can improve ta’awun behavior. Ta’awun behavior has also been proven to be able to reduce voluntary turnover intention as well as successfully mediating the relationship between job embeddedness and organizational identification with voluntary turnover intention. Research limitations/implications Ta’awun enriches organizational citizenship behavior (OCB) studies which are intervened with Islamic values. The questionnaire given to respondents are very susceptible for self-response bias so that this type of bias influences the conclusion. Thus, consistency of results can be retested in several different objects. Practical implications Organizations need to consider the factor of religiosity when recruiting employees. HRM practices need to be encouraged to create organizational identification through pride in the organization to reduce voluntary turnover intention through ta’awun behavior. Originality/value The Ta’awun concept is a refinement of the previously existing concept, which is OCB. Orientation in the world and the hereafter that underlies this ta’awun behavior is more effective in reducing the intention of voluntary displacement.


Author(s):  
Young-bohk Cho ◽  
Jeong-ran Ryu

The purpose of this article is to do determine whether the positive or the negative association between Organizational Citizenship Behaviors and Job Embeddedness, Organizational Identification, Job Performance, Voluntary Turnover Intention in Korea. At Present, the organizational costs of leaving a job are often very high. It is not surprising, then, that employee retention has the attention of top-level managers in today's organizations. Recently, Mitchell, Holtom, Lee, Sablyski, and Erez(2001) focused on why people stay rather than on how they leave. In particular, they drew attention to the reasons people stay through their job embeddedness construct. They aggregated job embeddedness correlated with intention to leave and predicted subsequent voluntary turnover. More recently, According to Lee, Mitchell, Sablynski, Burton & Holtom(2004), job embeddedness was disaggregated into its two major subdimensions, on-the-job (that is, organizational fit, links, and sacrifice) and off-the-job embeddedness (that is, community fit, links, and sacrifice). They revealed that off-the-job embeddedness was significantly predictive of subsequent "voluntary turnover". Also, they revealed that on-the-job embeddedness was significantly predictive of organizational citizenship. They predicted that employee withdrawal occurs over time, with a decision about performing preceding a decision about participating. On the basis of situational and theoretical backgrounds as above, the purpose of this study is to examine the relationship between on-the-job embeddedness and job performance, voluntary turnover intention, organizational identification in Korean employees and the mediating effect of organizational citizenship behavior in that relationship. To empirical study for test a model as above, 300 structured questionnaires were distributed to Korean employees in Seoul, Busan, and Gyeongnam, Korea. 255 were finally analyzed. The results revealed that individuals' fit, links to the organization and organization-related sacrifice significantly had negative effects on voluntary turnover intention and positive effects on job performance, organizational identification and that Organizational citizenship behavior mediated the relationship between on-the-job embeddedness and job performance, voluntary turnover intention, organizational identification. Implications for managers in organizations are suggested.


2021 ◽  
Vol 19 (2) ◽  
pp. 34-54
Author(s):  
Naval Garg ◽  
Shilpika Gera ◽  
B. K. Punia

Rough estimates by some business magazines reported attrition in e-commerce startups in India around 50%. Acknowledging the gravity of the issue, researchers and practitioners have started to investigate various interventions to negate the intention to leave the organization. The primary objective of this study is to explore the relationship between gratitude and turnover intention among employees of e-commerce startups. The study also investigates the mediating effect of organizational citizenship behavior on the relationship between the three constructs of gratitude and employee turnover intentions. The findings reported a significant negative three dimensions of gratitude with turnover intentions. Organizational citizenship behaviour is also reported to mediate partially the relationship of gratitude and turnover intentions.


2004 ◽  
Vol 6 (3) ◽  
pp. 335 ◽  
Author(s):  
Bonifacius Riwi Wijayanto ◽  
Gugup Kismono

This study examines a new attachment concept called job embeddedness as antecedent of organizational citizenship behavior (OCB). Firstly, we tested hypothesis concerning positive relationship between job embeddedness and OCB as predicted by Mitchell et al. (2001). Secondly, we tested hypothesis concerning the mediation effect of sense of responsibility in the relationship between job embeddedness and OCB.Nurses (N = 170) and their immediate supervisors ( N = 41) from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a questionnaire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed.


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