scholarly journals Antecedents of Employee Loyalty with Reference To Job Satisfaction in Pump Manufacturing Industries-Coimbatore City

2019 ◽  
Vol 9 (1) ◽  
pp. 4964-4968
Keyword(s):  
Job Satisfaction ◽  
Employee Turnover ◽  
Vital Role ◽  
Manufacturing Industries ◽  
Job Dissatisfaction ◽  
Employee Loyalty ◽  
The Relationship

Coimbatore is among the most industrially developed and commercially vibrant districts in TamilNadu. There are about 600 pump manufacturing units and 400 supporting units (support of pump set Parts) in Coimbatore; it accounts for nearly 40% of the pump sets manufactured in India. Employees play a vital role in this regards. Most of the organization wants to retain the talented employees in the organization, in the same way employees join the organization with various expectations and job needs. Various studies showed that job dissatisfaction leads to employee turnover absenteeism etc.The present study made an attempt to examine the relationship between job satisfaction and employee loyalty in pump manufacturing industries in Coimbatore region.

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.

The Effect of Low Employee Turnover Ratio on Bank Profitability in Turkey

2015 ◽  
pp. 324-340
Author(s):  
Hasan Dinçer ◽  
Ümit Hacıoğlu ◽  
Türker Tuğsal
Keyword(s):  
Job Satisfaction ◽  
Economic Crisis ◽  
Employee Turnover ◽  
Banking Sector ◽  
Main Argument ◽  
Bank Profitability ◽  
New Employees ◽  
Private Banks ◽  
The Relationship ◽  
Bank Employee

The purpose of this chapter is to emphasize the effect of bank employee turnover on profitability. Researchers so far have commonly studied employee turnover, job satisfaction, and commitment. The current research intends to fill the gap by focusing on the relationship between employee turnover and profitability. In this chapter, firstly, employee turnover, its terminology, and the nature of turnover are defined. This relationship in the banking sector is analyzed and three private banks in Turkey are scrutinized. The main argument of the research is that there is an adverse relationship between employee turnover and bank profitability. Conversely, the results of the study do not thoroughly support the assumption. As a result, findings show that banks minimize the effects of economic crisis by dismissal and not recruiting new employees to replace a quitting worker or recruiting for a new position.

Moderated mediation between work–life conflict and employee turnover intentions: the role of job dissatisfaction and workplace social support

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Arsalan Shakoor ◽  
Sajid Haider ◽  
Muhammad Hanif Akhtar ◽  
Muhammad Ali Asadullah
Keyword(s):  
Social Support ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Work Life ◽  
Job Dissatisfaction ◽  
Cross Sectional ◽  
Content Type ◽  
Workplace Social Support ◽  
The Relationship ◽  
Work Life Conflict

Purpose The purpose of this study was to examine a moderated mediation model of job dissatisfaction and workplace social support in the relationship between work–life conflict and turnover intentions. Design/methodology/approach Data were collected in a cross-sectional survey of 220 police investigation officers. Partial least squares structural equation modeling was applied for data analysis. Findings Empirical findings of study indicate that work–life conflict enhances employee turnover intentions by creating job dissatisfaction. However, workplace social support buffers this effect and reduces turnover intentions by weakening the effect of work–life conflict on job dissatisfaction. Research limitations/implications This study contributes to personnel management and organizational psychology literature by explaining how workplace social support can affect the mediating process of job dissatisfaction through which the relationship between work–life conflict and turnover intentions is determined. The limitations are related to external validity, single source data and cross-sectional nature of data. Practical implications Organizational leaders and practitioners can take insights from the findings of this study that if workplace social support prevails at a level greater than work–life conflict, it will nullify or suppress the effect of work–life conflict on turnover intentions by reducing job dissatisfaction. Originality/value The originality value of this study is that it has addressed the scarcity of testing boundary conditions of the indirect effect of work–life conflict on turnover intentions through job dissatisfaction.

The Impact of Factors in Job Satisfaction Towards Employees’ Intention to Leave in Chain Hotels

2015 ◽  
Vol 21 (4) ◽  
pp. 714-718
Author(s):  
Marion Hutagalung ◽  
Tatum Syarifah Adiningrum
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Influencing Factors ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Intention To Leave ◽  
Factors Affecting ◽  
Job Promotion ◽  
The Impact ◽  
The Relationship

Employee turnover is an expensive cost in the management of any venture. The objective of this paper is to examine the relationship between factors of job satisfaction to employee intention to leave at Arion Swiss Belhotel in Jakarta and Bandung. The survey was conducted to 240 employees in nine departments in both hotels, using a questionnaire adapting JDI. Findings indicated that the highest influencing factors affecting employees’ turnover was the work environment, followed by pay, and opportunity for job promotion. There is no difference between employees in both hotels in their perception towards each of the variables; as well there is no difference between layers of management. The overall finding results can be used for the hotels to set the guidelines to improve the employees’ job satisfaction and reducing the turnover rate.

scholarly journals Why leadership style matters: a closer look at transformational leadership and internal marketing

2017 ◽  
Vol 30 (4) ◽  
pp. 258-278 ◽  
Author(s):  
Morteza Akbari ◽  
Nader Seyyed Amiri ◽  
Saheb Imani ◽  
Niloofar Rezaeei ◽  
Pantea Foroudi
Keyword(s):  
Social Capital ◽  
Transformational Leadership ◽  
Human Resources ◽  
Leadership Style ◽  
Vital Role ◽  
Internal Marketing ◽  
Employee Loyalty ◽  
Content Type ◽  
Proposed Model ◽  
The Relationship

Purpose The main purpose of this study is to evaluate the relationship between transformational leadership (TL) and internal marketing which is underscored by the centrality of human resources in satisfying employee’s needs and how internal marketing, as a moderator and mediator, can facilitate the effects of transformational leadership on social capital and employee loyalty. Design/methodology/approach This study develops a model and a number of propositions based on preceding literature on transformational leadership and internal marketing on social capital and employee loyalty. Findings The model proposes that transformational leadership can play a vital role in codification of human resources variables such as internal marketing, which is founded upon the principle of paying greater attention to employees. Moreover, despite the research gap on the relationship between social capital and employee loyalty, it can be concluded that social capital can increase the level of employee loyalty to organization. Research limitations/implications The proposed model has a number of academic and managerial contributions. This study contributes the knowledge by examining the relationship between transformational leadership and internal marketing. Managerially, this study helps managers to emphasize the centrality of human resources in satisfying employees and increase their loyalty toward the company. In addition, guarantees management effectiveness and organizational success in reaching their intended goals. Originality/value Despite the growing acknowledgment the importance of transformational leadership as a process in which leaders and followers upgrade each other’s level of ethic and motivation. However, there are few studies on the role and importance of transformational leadership on developing and reinforcing the internal marketing.

scholarly journals Job stress and turnover intention revisited: evidence from Korean firms

2019 ◽  
Vol 17 (4) ◽  
pp. 52-61
Author(s):  
Ji-Young Ahn ◽  
Wang Chaoyu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Relationship ◽  
Job Stressors ◽  
Public Companies ◽  
Significant Positive Relationship ◽  
The Relationship

This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

scholarly journals THE RELATIONSHIP OF STAFF JOB SATISFACTION AND INTENTION TO LEAVE AT A HOSPITAL

2019 ◽  
Vol 7 (1) ◽  
pp. 81
Author(s):  
Nimas Ayu Mashuri ◽  
Diajeng Puspa Arum Maharani
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Hospital Staff ◽  
Job Dissatisfaction ◽  
Cross Sectional ◽  
Research Instrument ◽  
Employment Conditions ◽  
Questionnaire Research ◽  
The Relationship

Background: Job dissatisfaction arises as a result of a mismatch between expectation and reality in the employment conditions of employees in an organization. Job dissatisfaction can lead to the intention of to leave. Employees with Intention to leave have the opportunity to do turnover of their organization.Aims: The purpose of this study is to determine the relationship between job satisfaction variable and intention to leave variable.Methods: This study used quantitative method with cross-sectional design. The samples were 52 staffs of the Surabaya Orthopaedic and Traumatology Hospital who were still actively working until June 2012. Job satisfaction variable was measured using a questionnaire research instrument called Job Satisfaction Survey (JSS) by Spector while the intention to leave variable was measured using a questionnaire research instrument that is made by researchers.Results: The results of this study indicate that the level of staff work satisfaction of Surabaya Orthopaedic and Traumatology Hospital is relatively high while the intention to leave is moderate. The results of the Spearman Correlation show a number of -0.314 which shows a correlation that is not unidirectional and significant between the two variables. This means that job satisfaction and intention to leave have a negative relationship so that the higher the job satisfaction is, the lower the intention to leave is.Conclusion: It can be concluded from the study that job satisfaction has a significant relationship and is not in line with the intention to leave of the staffs. Therefore, it is important for the Surabaya Orthopaedic and Traumatology Hospital to improve their staff job satisfaction thus the staff loyalty can be formed. Keywords: Job satisfaction, Intention to leave, Hospital staff.

scholarly journals Do the Flexible Employment Arrangements Increase Job Satisfaction and Employee Loyalty? Evidence from Bayesian Networks and Instrumental Variables

2016 ◽  
Author(s):  
Eleftherios Giovanis
Keyword(s):  
Job Satisfaction ◽  
Bayesian Networks ◽  
Instrumental Variables ◽  
Causal Effect ◽  
Directed Acyclic Graphs ◽  
Employee Relations ◽  
Employee Loyalty ◽  
Flexible Employment ◽  
Acyclic Graphs ◽  
The Relationship

This study explores the relationship between job satisfaction, employee loyalty and two types of flexible employment arrangements; teleworking and flexi-time. The analysis relies on data derived by the Workplace Employee Relations Survey (WERS) in 2004 and 2011. A propensity score matching and least squares regressions are applied. Furthermore, Bayesian Networks (BN) and Directed Acyclic Graphs (DAGs) are employed in order to confirm the causality between employment types explored and the outcomes of interest. Finally, an instrumental variables (IV) approach based on the BN framework is proposed and applied in this study. The results support that there is a positive causal effect from these employment arrangements on job satisfaction and employee loyalty.

scholarly journals PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)

2016 ◽  
Vol 13 (2) ◽  
pp. 110
Author(s):  
Anisah Uswatun Hasanah
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Influence ◽  
Employee Turnover Intention ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect ◽  
Time Demands

The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The results have shown that the time demands of work do not significantly influenceturnover intention. Furthermore the time demands of work have no significant effect on jobsatisfaction. Employee satisfaction negatively affect on turnover intention. Job satisfactionis not successfully mediating the relationship between the time demands of work andturnover intention. Time demands of work have positive influence on job stress. Job stresshas positive effect on turnover intention. Job stress has been successfully mediating therelationship between the time demands of work and turnover intention. Job stressnegatively affect with job satisfaction. Job satisfaction also has been successfullymediating the relationship between job stress and turnover intention.

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