Impact of Leaser's Emotional Intelligence on Turnover Intention: a Mediation role of Organization Commitment

2021 ◽  
Vol 6 (4) ◽  
pp. 253-269
Author(s):  
Sheikh Muhamad Hizam Sheikh Khairuddin ◽  
Syed Sardar Hussain
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Nursing Staff ◽  
Turnover Intention ◽  
Structural Equation ◽  
Healthcare Sector ◽  
Staff Turnover ◽  
Continuance Commitment ◽  
Organization Commitment

Objective - The study is aimed to examine the relationships between a leader's emotional intelligence (as perceived by nursing staff), organizational commitment, and turnover intention through empirical investigation across the service sector. Methodology/Technique - A total of 433 employees working in the healthcare sector were approached through probability sampling. A questionnaire-based survey was employed to conduct the responses. Two-stage approaches were applied using structural equation modelling. In the first stage, confirmatory factor analysis (CFA) was applied. Findings - The study tests the direct linkages between independent and dependent variables, and in the second-stage path, coefficients were examined. Third, affective and normative commitments were positively and significantly associated with nursing staff turnover intention; but study found no relation of continuance commitment with nursing staff turnover intention. Fourth, the study found that a leader's emotional intelligence (as perceived by nursing staff) was positively associated with organizational commitment, but negatively associated with turnover intention. The current study also confirmed the mediating role of organizational commitment between a leader's emotional intelligence and nursing staff turnover intention. Novelty - The study has practical and theoretical implications for HR managers to reduce employees' turnover intention. Limitations are also discussed. The study elucidates the importance of perceived organizational learning culture in enhancing job satisfaction, organization commitment and reducing turnover intention. Type of Paper - Empirical Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector. JEL Classification: M00, M1, M12.

Turnover Intention Among the Navy People: The Role of Work Family Interference and Organizational Commitment

2021 ◽  
Vol 7 (2) ◽  
pp. 172
Author(s):  
Muhamad Zafran Whab ◽  
Raida Abu Bakar
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Negative Impact ◽  
High Capacity ◽  
Intention To Leave ◽  
Equation Modeling ◽  
Work Family ◽  
Navy Personnel

Human capital is a critical component of any organization's competitiveness. The absence of a high-capacity employee can have a negative impact on operational performance. The researcher examined the significance of organizational commitment as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. Data were collected from 400 navy personnel at the Lumut Naval Base in Perak, Malaysia, using structured questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. Organizational commitment serves as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. According to the findings of this study, organizational commitment mediated the relationship between work-family interference and turnover intention. Additionally, work-family interference is a significant predictor of intention to leave the RMN.

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.

Intrapreneurial behaviour: the role of organizational commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 243-256 ◽  
Author(s):  
Muhammad Farrukh ◽  
Wei Ying Chong ◽  
Shaheen Mansori ◽  
Sara Ravan Ramzani
Keyword(s):  
Organizational Commitment ◽  
Empirical Study ◽  
Structural Equation ◽  
Affective Commitment ◽  
Capital City ◽  
Continuance Commitment ◽  
Content Type ◽  
The Public ◽  
The Impact

Purpose The purpose of this paper is to shed light on the impact of organizational commitment (OC) on the intrapreneurial behaviour of the employees in higher educational institutes (HEIs) of Pakistan. Design/methodology/approach This paper opted the empirical study using the survey approach. Structural equation modelling was used to analyse the questionnaires completed the Deans/Head of Schools, professors and associate professors of the 20 public HEIs of Pakistan located in the capital city, Islamabad. In total, 500 structured questionnaires were sent to the Deans/Head of Schools, professors and associate professors. A total of 306 responses were received. Findings Affective commitment (AC) and normative commitment (NC) has a positive and significant impact on the intrapreneurial behaviour while continuance commitment (CC) is negatively associated with the same behaviour. Originality/value This empirical study will contribute to the theoretical knowledge on intrapreneurship and OC in the public sector HEIs, which has been neglected in entrepreneurship research.

Leader's Emotional Intelligence Reduces Employees' Turnover Intention Through Organizational Commitment By Playing A Mediator Role In An Organization.

2021 ◽  
Vol 12 (1) ◽  
pp. 50-50
Author(s):  
Sheikh Muhamad Hizam Sheikh Khairuddin ◽  
Syed Sardar Hussain ◽  
Aisha Khan
Keyword(s):  
Emotional Intelligence ◽  
Nursing Staff ◽  
Turnover Intention ◽  
Well Being ◽  
Negative Influence ◽  
Healthcare Sector ◽  
Job Complexity ◽  
High Turnover ◽  
Job Information ◽  
The Usa

According to (Coetzee and Pauw 2013), the retention of capable staff of nursing is crucial for leaders of nursing because of identifying the consequences of shortage in nursing staff. However, the skills and ability of leaders affect reactions to the situations (Coetzee and Pauw 2013). The deficiency of nursing staff relies on many components of the delivery of healthcare. There is a negative influence on the nursing staff's high turnover on patients, finance, and outcomes of hospitals (Mxenge, Dywill, et al., 2014; Langove and Isha, 2017). Recruiting and training of nursing have a monetary impact which is evaded by a good number of healthcare corporations. The standard cost of substituting a nurse is estimated in the USA from 42,000 USD to 64,000 USD (Galati and Moessner 2013). Zhang, Jiang et al. (2017) stated that the organization of healthcare is always changing and the global turnover of nurses is high. According to the Economic Survey of Pakistan (2012), there is an unavailability of 60,000 staff of nursing in Pakistan (Rehman, Jingdong, et al. 2019). Also, Pakistan is one of the 57 countries that have a severe deficiency of nursing staff under the standard of WHO to provide needed healthcare (McGuire 2016). Therefore, organizations of healthcare consistently struggle to retain nursing staff to deal with the issues of nursing scarcity (Ponte and Sturgeon 2014). This research study would provide a more effective understanding of the backgrounds of turnover of employees if job complexity, the volume of job information that a person holds at the selection time, and the scenario of the labor market were carefully considered. For this reason, these issues are taken as research limitations and more study need to be done to address these problems (Lu Lu, Lu, Gursoy, & Neale, 2016; Shaozhuang Ma, Silva, Callan, & Trigo, 2016; Mamoona Rasheed, Iqbal, & Mustafa, 2018) Various earlier researches on productive workplace atmosphere which has focused on several positive results such as performance, employees' well-being, and behavior of organizational citizenship (Lonsdale, 2016; Zhang, Gong, et al., 2017; Evans and Dobrosielska 2019). Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector

scholarly journals role of organizational commitments in mediating the effect of work motivation and job satisfaction towards turnover intention on nurses private hospital

2020 ◽  
Vol 8 (1) ◽  
Author(s):  
Made Widya Astiti ◽  
Ida Bagus Ketut Surya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Work Motivation ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling

This study aims to determine the role of organizational commitment in mediating the effect of work motivation and job satisfaction on turnover intention of nurses at private hospitals in South Kuta. The number of samples used was 82 nurses using saturated sampling technique or census methods and collecting data using a questionnaire that uses a Likert scale. The data analysis technique was performed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach, and the VAF test to test the role of mediation. The results show that there is a negative and significant influence of organizational commitment, work motivation and job satisfaction on turnover intention. There is a positive and significant effect of job satisfaction and work motivation on organizational commitment, as well as the role of organizational commitment as a partial mediator between work motivation and job satisfaction on turnover intention which has a negative and significant effect. The findings in this study imply that companies are required to pay more attention to appropriate compensation and to reward employees who are loyal to the company and pay attention to the working conditions of their employees so that employees will remain in the company.

Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

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