scholarly journals Toxic leadership: Effects on job satisfaction, commitment, turnover intention and organisational culture within the South African manufacturing industry

2020 ◽  
Vol 18 ◽  
Author(s):  
Amelda Paltu ◽  
Marissa Brouwers
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Turnover Intention ◽  
Organisational Culture ◽  
The Body ◽  
Toxic Leadership ◽  
Job Outcomes ◽  
The Impact ◽  
The Relationship ◽  
Insight Into

Orientation: The impact of toxic leadership on employees and organisations has only recently become the focus of certain research studies.Research purpose: The general objective of this research was to investigate the relationship between toxic leadership, job satisfaction, turnover intention and commitment. The aim further was to test whether organisation culture mediates the relationship between toxic leadership and certain job outcomes such as job satisfaction, turnover intention and commitment.Motivation for the study: Currently, no knowledge is available on the relationships between toxic leadership and job outcomes within the context of South African manufacturing organisations. Therefore, this study provides South African organisations and researchers with an insight into such a relationship and the mentioned mediation of organisational culture in the process.Research approach/design and method: A cross-sectional research design with a sample size of N = 600 manufacturing employees was used. Product–moment correlations, multiple regression and structural equation modelling were used.Main findings: The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships.Practical/managerial implications: The results provided organisations’ insight into the possible consequences of toxic leadership on employees and the organisations’ culture.Contribution/value-add: The improved understanding of toxic leadership and the relationship with certain job outcomes contributes to the body of knowledge on both the theory of toxic leadership and on employees’ experience of such leadership styles in the work environment.

scholarly journals The Impact of Job Satisfaction on Employees’ Turnover Intention within the Hotel Industry in Lagos State, Nigeria

2021 ◽  
Vol 10(4) (10(4)) ◽  
pp. 1110-1130
Author(s):  
Mercy Busayo Bello ◽  
Christopher Aina ◽  
Ajayi Oluwole
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Hotel Industry ◽  
The Body ◽  
Significant Implication ◽  
Supervisory Support ◽  
Lagos State ◽  
The Government ◽  
The Impact ◽  
The Relationship

This study examined the impact of job satisfaction on employees’ turnover intention within the hotel industry in Lagos State. Structured questionnaires were used to collect the data while partial least squares structural equation modelling was adopted for the analysis. It emerged from the study that the relationship between job stress, promotion opportunity, supervisory support and workplace environment and employees’ turnover intention are statistically significant. Aside, the relationship between payment system and employees’ turnover tendency is not significant. The findings provide significant implication for the government of Lagos State to ensuring that hotel operators provide hazards-free facilities for staff. Apart, hotel managers should ensure that policy-trust capable of mitigating interferences of work by employee’s family, and social obligations are put in place. It is further implying that hotel operators should give more attention to staff promotion to limit staff turnover tendency. The study contributes to the body of knowledge as it proposed and validated job satisfaction, and employees’ turnover intention (JOSET) model from a non-western context. The results also provide hotel business operators, the government, and academics with new insight into the relationship between job satisfaction, and employees’ turnover intention of hotels in an emerging economy.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

scholarly journals PHYSICAL ACTIVITY AND TRACE ELEMENT METABOLISM

2020 ◽  
Vol 21 (2) ◽  
pp. 3-12
Author(s):  
A.A. Skalny ◽  
Keyword(s):  
Physical Activity ◽  
Trace Elements ◽  
Trace Element ◽  
The Body ◽  
Cobalt Chromium ◽  
Essential Trace Elements ◽  
Trace Element Metabolism ◽  
The Impact ◽  
The Relationship ◽  
Insight Into

Currently, there is no doubt about the prevailing influence of the level of physical activity of an individual on the functional state of the body. However, the available literature data on the impact of physical stress on the body's supply of trace elements and their distribution in tissues are largely contradictory. This review of available literature data provides an insight into the relationship between physical activity and microelement homeostasis. The influence of human physical activity on the exchange of toxic (lead, cadmium, Nickel, etc.) and essential trace elements, such as iron, selenium, copper, cobalt, chromium, and zinc is reviewed. Based on the analyzed works, it is concluded that in order to correct the metabolic and microelement status of a person during physical activity, the most reasonable and necessary is the modulation of homeostasis of zinc and selenium.

The Impact of Perceived Organizational Politics on Work Attitudes

2014 ◽  
Vol 5 (2) ◽  
pp. 1-13 ◽  
Author(s):  
Prerna Chhetri ◽  
Nikhat Afshan ◽  
Srabasti Chatterjee
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Organizational Politics ◽  
Workplace Attitudes ◽  
The Impact ◽  
The Relationship

An understanding of politics at workplace is of utmost importance as it is an inherent part of workplace activities. It is evident in processes such as decision making, allocation of resources. This study investigated the effect of perceived organizational politics (POP) on workplace attitudes such as job satisfaction, organizational commitment and turnover intentions. Further, the paper investigated the role of Leader-Member-Exchange (LMX) on the relationship between perceived organizational politics and workplace attitude. The hypothesized relationship was tested on a sample of 228 employees from Indian IT sector. Factor Analysis on POP suggested that variables can be summarized by two factors; Perceived Politics in organizational management (POP1) and Perceived Politics in co-workers (POP2). The findings suggest that there exists a negative relation between POP and workplace attitude. The results show that incase of the relationship between POP and workplace attitude, the part of organizational politics related to management has shown a significant negative impact on organizational commitment, job satisfaction, and a positive relation to turnover intention. With regard to the role of LMX in the relation between POP and workplace attitudes, results of LMX as a moderator have confirmed to the hypothesis.

Perception of politics and job outcomes: moderating role of Islamic work ethic

2018 ◽  
Vol 47 (1) ◽  
pp. 74-94 ◽  
Author(s):  
Mohammed Y.A. Rawwas ◽  
Basharat Javed ◽  
Muhammad Naveed Iqbal
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Ethic ◽  
Asian Country ◽  
Job Outcomes ◽  
Moderator Variable ◽  
Content Type ◽  
Islamic Work Ethic ◽  
Perception Of Politics ◽  
The Relationship

Purpose The purpose of this paper is to expand previous theories of motivation and religious ethics by examining the moderation effect of Islamic work ethic (IWE) on the relationship between perception of politics (POP) and job satisfaction, and turnover intention and negligent behavior (NB). Design/methodology/approach The sample consisted of 260 workers employed in various sectors in an Asian country. Multiple linear regression analyses were used to test the main effect of the five hypotheses. In addition, moderated models are used to identify factors (IWE) that may change the relationship between independent and dependent variables. Findings Results revealed that POP was negatively related to job satisfaction, and positively related to turnover intention and NB. IWE was positively related to job satisfaction, and negatively related to turnover intention (confirming previous research findings), and NB (a contribution of the current study). Furthermore, when the moderator variable of IWE was introduced to the relationship between POP and job outcomes, the influence and direction of the POP were altered (a major contribution of this study). In other words, the moderator variable strengthened job satisfaction and reduced both turnover intention and NB of organizational workers. Originality/value When the moderator variable of IWE was introduced to the relationship between the POP and job outcomes, the influence and direction of the POP were altered (a major contribution of this study).

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

scholarly journals Worker participation and job satisfaction amongst academic and administrative staff at a South African university

2015 ◽  
Vol 4 (1) ◽  
pp. 47-56
Author(s):  
Thuli Ngonyama ◽  
Shaun Ruggunan
Keyword(s):  
Job Satisfaction ◽  
South African ◽  
Academic Staff ◽  
Empirical Work ◽  
Administrative Staff ◽  
Services Sector ◽  
Worker Participation ◽  
Significant Difference ◽  
The Impact ◽  
The Relationship

The aim of the study was twofold. Firstly it investigated the relationship between worker participation and job satisfaction amongst academic staff and administrative staff at a South African university. Secondly it investigated if there is a statistically significant difference between worker participation levels of academic and non-academic staff. Most empirical work on worker participation has focused on workers in the industrial and manufacturing sectors of the economy, with limited focus on worker participation in the services sector. This study aims to address this gap through this exploratory study of the impact of worker participation on job satisfaction at a South African University.

Sign in / Sign up

Export Citation Format

Share Document