scholarly journals HE ROLE OF ORGANIZATIONAL COMMITMENTS IN MEDIATING THE EFFECT OF WORKPLACE BULLYING ON EMPLOYEE TURNOVER INTENTIONS

2021 ◽  
Vol 04 (03) ◽  
Author(s):  
I Nyoman Andika Indrananta ◽  
I Wayan Gede Supartha
Keyword(s):  
Employee Turnover ◽  
Workplace Bullying ◽  
Turnover Intentions ◽  
Employee Turnover Intentions

The Role of Emotions on Frontline Employee Turnover Intentions

2016 ◽  
Vol 25 (1) ◽  
pp. 57-68 ◽  
Author(s):  
Yoon-Na Cho ◽  
Brian N. Rutherford ◽  
Scott B. Friend ◽  
G. Alexander Hamwi ◽  
JungKun Park
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Frontline Employee ◽  
Employee Turnover Intentions

Employee Turnover Intentions: The Role of the Supervisor’s Support and Job Autonomy with Job Satisfaction Acting as a Mediator: A Case of Paramedical Staff in Thai Government Hospital

2019 ◽  
Vol 16 (11) ◽  
pp. 4789-4797
Author(s):  
Sakapas Saengchai ◽  
Khajornsak Thaiprayoon ◽  
Kittisak Jermsittiparsert
Keyword(s):  
Job Satisfaction ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Autonomy ◽  
Government Hospital ◽  
Paramedical Staff ◽  
Thai Government ◽  
Employee Turnover Intentions ◽  
The Relationship

The prime objective of the current study is to explain the relationship between employee turnover intentions, supervisors support, job autonomy and job satisfaction. Furthermore, the mediating role of job satisfaction in the relationship between job autonomy, employee turnover intentions and supervisors support are examined. We have used the SEM-PLS as a statistical tool to achieve the objectives of the current study. The data is collected with the aid of an adapted questionnaire. The operation managers and finance managers of Indonesian manufacturing firms are chosen as the final sample of the current study. The current study focused on job satisfaction, and it is argued that job autonomy is a key determinant of job satisfaction, as greater autonomy will lead to more satisfaction and lower the turnover. Meanwhile, the findings of the study have revealed the fact that supervisor support is also a key factor. The results of the study are providing support to the proposition of agency theory and resource-based theory. Overall the findings of the current study are in line with the proposed findings. The paramedical staff of Thai government hospital is chosen as the sample of the study.

scholarly journals Leaving in Mascot of Silence: Organizational Determinants of Employee Turnover Intentions in Mediating and Moderating Roles of Quiescent Silence and Coworker Support in a Russian Context

2021 ◽  
Vol 29 (2) ◽  
pp. 121-146
Author(s):  
Muhammad Kashif ◽  
◽  
Irina Petrovskaya ◽  
Sarminah Samad ◽  
Shanika Wijenayake ◽  
...  
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Abusive Supervision ◽  
Ethical Conflict ◽  
Coworker Support ◽  
Mediating Role ◽  
Organizational Stressors ◽  
Employee Turnover Intentions ◽  
The Relationship

Purpose: Drawing on social exchange theory (SET), this study explores the mediating role of quiescent silence as a link between organizational stressors and turnover intentions among Russian frontline employees (FLEs). Furthermore, we aim to investigate whether coworker support moderates the relationship between quiescent silence and turnover intentions. Research Methods: The study is a cross-sectional survey administered among a sample of 235 FLEs employed in Russian healthcare organizations. We analyzed the data with SmartPLS version 3.0. Findings: The results reveal that ethical conflict and abusive supervision are significantly related to quiescent silence. Quiescent silence mediates the relationship between abusive supervision, ethical conflict, and employee turnover intentions. Managerial Implications: There is a need to provide employees with opportunities to voice their opinions. However, what is crucial is the assurance of employee privacy while motivating them to voice opinions. Managers should be more proactive in diagnosing silence. Originality: This is the first study to explore the mediating role of quiescent silence on the relationship between organizational stressors and employee turnover intentions in a unique Russian healthcare context. The moderating role of coworker support to buffer the relationship between quiescent silence and turnover intentions is unique to this study.

scholarly journals The Effect of Job Dissatisfaction and Workplace Bullying on Turnover Intention: Organization Climate and Group Cohesion as Moderators

2017 ◽  
Vol 9 (3) ◽  
pp. 136 ◽  
Author(s):  
Iheanacho Emeka Nwobia ◽  
Majeed Saad Aljohani
Keyword(s):  
Organizational Climate ◽  
Conceptual Model ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Workplace Bullying ◽  
Turnover Intentions ◽  
Group Cohesion ◽  
Job Dissatisfaction ◽  
Future Research ◽  
Employee Turnover Intentions

There have been numerous studies on employee turnover intentions but very few have advanced on the notion of job dissatisfaction and workforce bullying from a contingent perspective. This paper conceptually examines how organizational climate and group cohesion impact on the domain relationships. We introduce a conceptual model to analyze potential consequences of employee turnover intentions. This is an important gap as the literature on turnover intentions has lagged conceptual developments. Several research propositionsare presented to provide guidelines for further empirical inquiries, hence precedes our understanding ofthe area of research. The paper concludes by discussingpractical and methodological implications for future research endeavors. 

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Sign in / Sign up

Export Citation Format

Share Document