Congruence in organizational support and new generation employees' turnover intention: The mediating role of employee well-being

Purpose The purpose of this study is to examine the turnover intention – resistance to change relationship, the mediating role of burnout on this relationship and the moderating role of perceived organizational support. Design/methodology/approach Data was gathered from the responses of 410 managers employed in private organizations from the Delhi NCR region of India to a questionnaire survey. Findings The results show that resistance to change is positively related to turnover intentions and this relationship is explained by burnout. Perceived organizational support acts as a moderator and when it is high the strength of this relationship will be reduced. Practical implications Therefore for organizations to reduce staff turnover managers should identify increased levels of resistance and strengthen perceived organizational support through development of a positive work environment alongside policies and practices which support employee wellbeing. Originality/value This paper has an original approach by considering burnout as an intervening variable in the relationship between resistance to change and turnover intentions and examining perceived organizational support as a moderating factor.

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Leader–member exchange, employee turnover intention and presenteeism: the mediating role of perceived organizational support

Leadership & Organization Development Journal ◽

10.1108/lodj-03-2020-0094 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Ing-Chung Huang ◽

Pey-Lan Du ◽

Li-Fan Wu ◽

Jennet Achyldurdyyeva ◽

Li-Chang Wu ◽

...

Keyword(s):

Organizational Support ◽

Turnover Intention ◽

Perceived Organizational Support ◽

High Tech ◽

Leader Member Exchange ◽

Content Type ◽

Mediating Role ◽

Member Exchange ◽

Organization Support

PurposeThe purpose of this paper is to report the findings of a study that examines the influence of leader–member exchange (LMX) on employees' turnover intention and presenteeism with the mediating role of perceived organizational support in the context of the semiconductor industry.Design/methodology/approachAn empirical study based on a sample of 124 department managers and 241 team members in five high-tech companies in Taiwan. Structural equation modelling analysis was used for hypothesis testing.FindingsThe results reveal that perceived organization support significantly relates to employees' turnover intention and mediates the relationship between LMX and turnover intention. Additionally, employees' presenteeism is influenced by perceived LMX.Practical implicationsThe results of the study are of high importance for high-tech companies, which continuously strive for innovation efficiency and sustainability. Managers and practitioners could benefit from better understanding regarding the importance of perceived organization support and LMX in affecting employee behaviours and company performance.Originality/valueThe present study finds a significant positive relationship between LMX and presenteeism, which is contrary to the previous research.

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Job Security and Work Outcomes in China: Perceived Organizational Support As Mediator

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2014.42.7.1069 ◽

2014 ◽

Vol 42 (7) ◽

pp. 1069-1076 ◽

Cited By ~ 4

Author(s):

Hongchun Wang ◽

Bing Ma ◽

Xue Liu ◽

Shanshi Liu

Keyword(s):

Organizational Support ◽

Turnover Intention ◽

Perceived Organizational Support ◽

Management Practice ◽

Job Security ◽

Work Outcomes ◽

Team Members ◽

Mediating Role ◽

The Relationship

We explored the mediating role of perceived organizational support (POS) on the relationship between job security and 2 dimensions important in employee work outcomes: extrarole behavior and turnover intention. Participants were 212 subordinate team members and their supervisors, who were employed by an air transportation group in China, and we found that POS partially mediated the relationship between job security and extrarole behavior and fully mediated the relationship between job security and turnover intention. Implications for management practice and limitations in this study are discussed.

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