scholarly journals Retaining Talent: The Role of the Personal and Contextual Factors

2019 ◽  
Vol 8 (2) ◽  
pp. 33-53
Author(s):  
Talat Islam ◽  
Zeshan Ahmer ◽  
Naeem Mushtaq
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Job Complexity ◽  
Self Evaluation ◽  
Developmental Feedback ◽  
Core Self ◽  
Practical Implications

Earlier studies have focusedontheattitudinal and behavioral aspects of employee turnover. However, this study empirically investigates the contextual (i.e.job complexity, developmental feedback and perceived organizational support) and personal (i.e.proactive personality and core self-evaluations) aspectsin order toelucidate turnover intention among the private sector universities of Pakistan. The study used a questionnaire-basedsurvey that was circulated amongst thefaculty members of theprivate universities,and 758responses were usedfor the final data analysis. Moreover, the structural equation modelingwas appliedandrevealed thatcore self-evaluation, developmental feedback, job complexity and perceived organizational support are negatively associated with turnover intention. However, the element of proactive personality was found to haveanon-significantassociation with turnover intention.This study has theoretical and practical implications for universities and recruitment departments.

scholarly journals Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model

Organizacija ◽  
2019 ◽  
Vol 52 (4) ◽  
pp. 310-324
Author(s):  
Abdulmajeed Saad Albalawi ◽  
Shahnaz Naugton ◽  
Malek Bakheet Elayan ◽  
Mohammad Tahseen Sleimi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Future Research ◽  
Job Opportunities ◽  
Job Opportunity

Abstract Background and Purpose: This article tested a structural model that examines the mediating role of organizational commitment on the link between perceived organizational support, perceived alternative job opportunities, and turnover intention, and the moderating role of job satisfaction on the proposed relationships. Methodology: Using convenience sampling technique, a self-administered survey was conducted on a pool of Jordanian small and medium sized enterprises (SMEs). The obtained data (n=270) were analyzed with contemporary variance-based structural equation modelling (PLS-SEM) software SmartPLS v3. Results: Findings revealed that organizational commitment mediates the association between perceived organizational support and turnover intention, perceived alternative job opportunities and turnover intention. In addition, job satisfaction did not moderate the associations between organizational support, perceived alternative job opportunity and organizational commitment. Conclusion: The present study is among the first to show the mediating mechanism of organizational commitment on the link between perceived organizational support, perceived alternative job opportunity and turnover intention. Theoretical and practical implications are drawn, before pointing to potential future research directions that build on the evidence-based positions argued for in this study.

scholarly journals Investigating the mediating role of organizational trust in the relationship between perceived organizational support and Knowledge sharing

2020 ◽  
pp. 298-314
Keyword(s):  
Knowledge Sharing ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Organizational Trust ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Mediating Role

Knowledge sharing is vital for any organization, and it has an essential impact on developing ‎‎skills, increasing value, and maintaining a competitive advantage in the organization. In the knowledge management (KM) literature, ‎‎perceived organizational support and organizational trust have been pointed out as ‎‎primary factors for knowledge sharing. The present study investigated the role of ‎‎perceived organizational support in promoting nurses’ knowledge sharing, considering ‎‎organizational trust as a mediator‎. The cross-sectional study design was applied to examine the ‏hypothesized relationships.‏ ‎Data were ‎‎collected using three questionnaires from three hundred thirty ‎‎nurses working in five public hospitals in Shiraz city. The Partial Least Squares Structural ‎‎Equation Modeling (PLS-SEM) approach was used to analyze data. The results revealed a significant and positive association between perceived organizational support, organizational trust, and knowledge sharing. The findings also demonstrated that organizational trust plays a mediating role between perceived organizational support and knowledge sharing.

scholarly journals Leader-Member Quality Relationship, Perceived Organizational Support and Employee Voice Behavior: Moderating Role of Core Self-Evaluation

2017 ◽  
Vol 3 (2) ◽  
pp. 16
Author(s):  
Qura-Tul-Aain Khair
Keyword(s):  
Social Exchange ◽  
Personality Trait ◽  
Organizational Support ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Exchange Theory ◽  
Employee Voice ◽  
Self Evaluation ◽  
Core Self ◽  
Quality Relationships

Abstract— The purpose of this research is to investigate the impact of relational exchange and individual differences on the employee voice. In the light of social exchange theory, the present study proposed the relationship between Leader-member quality relationships and employee voice. This study explains ‘how’ this relationship establishes and ‘why’ this relationship keeps carrying on. It has been proposed that perception of organizational support mediates the association between leader-member quality relationships and employees’ promotive and prohibitive voice behaviors. Moreover, personality trait is another important factor which is inseparable from developing perceptions and behaviors. The perceptions about organizational support and the strength of raising voice can be highly predictable by individual’s personality traits. So, this study has undertaken core self-evaluation as personality trait and explores people having different core self-evaluation (CSE) shows different strengths for promotive and prohibitive voicing based on leader-member quality relationships (LMQR) and perceived organizational support (POS).    Index Terms-- Leader-member relationship, perceived organizational support, employee voice, core self-evaluation and social exchange theory

scholarly journals DOES EMPLOYER BRANDING AFFECT JOB EMBEDDEDNESS? THE MEDIATING ROLE OF DEDICATION AND PERCEIVED ORGANIZATIONAL SUPPORT

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Berivan TATAR ◽  
Büşra MÜCELDİLİ ◽  
Oya ERDİL
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Practical Implication ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Future Research ◽  
Employer Branding ◽  
Mediating Role

Along with emerging the war for talent, scholars have given ample attention to employer branding concept referring the a whole of values and benefits that organizations provide for both attracting and retaining the best possible talent. In this context, the purpose of this study is to investigate the effect of employer branding on the favorable employee behavior as job embeddedness via the mediating role of the dedication and perceived organizational support.  Data collected from 200 respondents have been analyzed through Structural Equation Modeling. As a result of analyses, the hypothesized model was supported. Findings of the study revealed that employer branding has effect the dedication, job embeddedness and organizational support perception of employees. Additionally, dedication and perceived organizational support partially mediate the relationship between employer branding and job embeddedness. Finally, the theoretical and practical implication, limitations of the study and suggestions for future research are discussed.

Resistance to change and turnover intention: a moderated mediation model of burnout and perceived organizational support

2020 ◽  
Vol 33 (7) ◽  
pp. 1431-1447 ◽  
Author(s):  
Shalini Srivastava ◽  
Swati Agrawal
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Resistance To Change ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of the paper is to study the turnover intention of employees during the phenomenon of resistance to change. The paper examines the mediating role of burnout in the relationship of resistance of change to turnover intention and the moderating role of perceived organizational support in this relationship.Design/methodology/approachThe empirical data of the study has been collected via cross-sectional data collection method and include responses from 410 employees. The moderation mediation analysis has been done using the SPSS macro process.FindingsThe paper finds that resistance to change is an antecedent to the turnover intention which often represents employees' voluntary turnover in the future. This relationship of resistance to change and turnover intention is explained by burnout. However, the study establishes perceived organizational support as moderator, and with high POS, strength of this relationship will be reduced.Originality/valueThis paper contributes by examining the burnout as an intervening variable in the relationship of resistance to change and turnover intention and perhaps establishes for the first time the moderating role of perceived organizational support in reducing the influence of resistance to change on turnover intention, since retaining employees is of value to the organization.

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