scholarly journals ANTECEDENTS OF TURNOVER INTENTIONS: A STUDY OF KARACHI BUSINESS SCHOOLS

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Muhammad Ashraf ◽  
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Business Schools ◽  
Practical Implication ◽  
Knowledge Workers ◽  
Regression Analyses ◽  
Potential Market ◽  
The University

Purpose: This study mainly investigates the factors, like job satisfaction, affective commitment, perceived organizational support and distributive justice as antecedents of turnover intentions. Methodology: This study utilized the quantitative approach by distributing questionnaires to 200 employees working in leading business schools of Karachi, Pakistan. The correlation and regression analyses have been performed. Findings: The results of the study revealed that, all the predictors negatively correlated and influenced turnover intention. Practical Implication: The findings and framework of this study will be useful to the university organizations, in identifying the factors making the employees working with them to quit. Pakistan is believed to be the potential Market for Investment in Education. This empirical attempt can be used as kick-start for investment in this sector. By taking corrective measures the university organizations can retain knowledge workers, and avoid the anguishes of new hiring.

Turnover intention among liquid knowledge workers: a study of Indian insurance professionals

2019 ◽  
Vol 12 (2) ◽  
pp. 288-309
Author(s):  
Piyali Ghosh ◽  
Geetika Goel ◽  
Tanusree Dutta ◽  
Richa Singh
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Knowledge Workers ◽  
Insurance Companies ◽  
Equation Modeling ◽  
Content Type ◽  
Sales Professionals ◽  
Indian Insurance

PurposeThis study aims to analyze how perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCS) as components of social exchange at work influence turnover intention through affective commitment.Design/methodology/approachPerception of sales professionals working in life insurance companies, categorized as liquid knowledge workers, on the study variables was assessed through a questionnaire-based survey. Data on a sample of 212 such professionals across 11 companies were analyzed using structured equation modeling. Maximum likelihood estimate method was used to test the extent of model fit. Mediation has been confirmed through bootstrapping.FindingsResults reveal a significant direct relationship between PSS and turnover intention. POS and PCS were found to have significant indirect effects on turnover intention, mediated by affective commitment.Research limitations/implicationsOverall results prompt the authors to recommend that organizations in insurance business must invest resources in promoting organizational support and also adopt a supportive work culture in which social exchange can easily occur. Level of withdrawal intention among sales professionals can be lowered by establishing emotional bonding with them. Supervisors may also be provided adequate training in soft skills to support their subordinates.Originality/valueThis study has highlighted that support at workplace is a binding force between an employee and his/her organization, and thus it negatively affects his/her withdrawal intention directly or indirectly via affective commitment. This paper stands out in the multitude of existing research as especially the relation of PCS and turnover intention has been explored less. It also adds to the scarce literature available on turnover intention among liquid knowledge workers in Indian insurance sector.

How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

2020 ◽  
pp. 1-12
Author(s):  
Sebastian Holzwarth ◽  
George Gunnesch-Luca ◽  
Roman Soucek ◽  
Klaus Moser
Keyword(s):  
Organizational Communication ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Communication In Organizations ◽  
Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

Authentic leadership and turnover intention: does organizational size matter?

2017 ◽  
Vol 38 (7) ◽  
pp. 912-926 ◽  
Author(s):  
Jinuk Oh ◽  
Semi Oh
Keyword(s):  
Boundary Condition ◽  
Turnover Intention ◽  
Authentic Leadership ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Organizational Size ◽  
Content Type ◽  
Small Organizations ◽  
Moderated Mediation Model ◽  
Size Matter

Purpose The purpose of this paper is to address two of the ongoing theoretical and empirical questions in the literature on authentic leadership: does authentic leadership negatively influence employees’ turnover intentions by enhancing their levels of affective commitment? and does organizational size act as a boundary condition for the mediating effects of affective commitment in the link between authentic leadership and turnover intentions? Design/methodology/approach A moderated mediation model of the affective process linking authentic leadership and turnover intentions was developed and tested on a sample of 375 employees working in South Korean firms. Findings The negative indirect effects of authentic leadership on employees’ turnover intentions through changes in the levels of affective commitment were significant. Furthermore, the mediated relationship between authentic leadership and turnover intentions via employees’ levels of affective commitment was stronger in smaller organizations. Practical implications The findings of the present study may be useful to practitioners who are interested in employee retention. They can mitigate against turnover intentions by enhancing the authentic leadership qualities of the managers. More specifically, this approach is especially ideal for small organizations. Originality/value This study corroborates the results of previous studies in highlighting the pervasive effects of authentic leadership on turnover intentions via enhancing employees’ levels of affective commitment. Moreover, organizational size as a boundary condition for the aforementioned relationship was empirically examined.

Longitudinal trajectories of perceived organizational support: a growth mixture analysis

2020 ◽  
Vol 35 (6) ◽  
pp. 481-495
Author(s):  
Gaëtane Caesens ◽  
Alexandre J.S. Morin ◽  
Florence Stinglhamber
Keyword(s):  
Organizational Support ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Well Being ◽  
Content Type ◽  
Work Related ◽  
Longitudinal Trajectories ◽  
Growth Mixture ◽  
Desirable Outcome ◽  
Over Time

PurposeThis research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective commitment) and behaviors (i.e. voice behaviors).Design/methodology/approachPOS ratings provided each four months by a sample of 747 employees were analyzed using person-centered growth mixture analyses.FindingsResults revealed that longitudinal heterogeneity in POS trajectories was best captured by the identification of four distinct profiles of employees. Two of these profiles followed stable high (67.2%) and low (27.3%) POS trajectories, whereas the remaining profiles were characterized by increasing (2.2%) or decreasing (3.3%) POS trajectories. Our results showed that, by the end of the follow-up period, the most desirable outcome levels were associated, in order, with the increasing, high, low and decreasing trajectories.Practical implicationsThis research has important implications by showing that perceptions of organizational support fluctuate over time for some employees and help better predicting valuable work-related outcomes.Originality/valueThese findings shed a new perspective on organizational support theory by adopting a dynamic perspective, and revealing that changes over time in POS are more potent predictors of valuable work-related outcomes than stable POS levels.

Should I stay or should I go? The antecedents of turnover intention among police personnel

2020 ◽  
Vol 19 (1) ◽  
pp. 1-14 ◽  
Author(s):  
Fauzia Jabeen ◽  
Maryam Al Hashmi ◽  
Vinita Mishra
Keyword(s):  
United Arab Emirates ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Middle Eastern ◽  
Equation Modeling ◽  
Content Type ◽  
Police Personnel ◽  
Personnel Turnover

Purpose This study aims to explore the antecedents that may lead to turnover intentions among police personnel in the United Arab Emirates. Design/methodology/approach The data were collected from police personnel (n = 176) through a questionnaire survey, and structural equation modeling was used to test the relationships. Findings The findings revealed that the work-family conflict and job autonomy significantly correlate with turnover intentions. Alternatively, perceived organizational support does not predict turnover intentions. Research limitations/implications This research is limited by the study’s subjective assessment of police personnel turnover intentions through self-reported questionnaires. It provides implications for policymakers, organizational behavioral experts and those interested in formulating effective strategies to reduce turnover among police personnel. Originality/value This study offers a novel context as it assesses police personnel in an emerging Middle Eastern country. It provides insights to policymakers and academia concerning the factors strongly linked with police personnel turnover intentions and will help them formulate strategies for improving personnel satisfaction and advancing relationships between police and the community.

Individual and organizational support

2017 ◽  
Vol 46 (4) ◽  
pp. 750-766 ◽  
Author(s):  
Yvonne Brunetto ◽  
Stephen T.T. Teo ◽  
Rodney Farr-Wharton ◽  
Kate Shacklock ◽  
Art Shriberg
Keyword(s):  
Organizational Support ◽  
Police Officers ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Self Report ◽  
Management Support ◽  
Discretionary Power ◽  
Content Type ◽  
Red Tape ◽  
The Impact

Purpose The purpose of this paper is to examine whether management supports police officers adequately, or whether police have to rely on their individual attributes, specifically psychological capital (PsyCap), to cope with red tape and stress. Work outcomes/consequences examined were discretionary power, affective commitment and turnover intentions. Design/methodology/approach A cross-sectional design using a survey-based, self-report strategy was used to collect data from 588 police officers from USA, who are most engaged with the public. The data were analysed using AMOS and a structural model to undertake structural equation modelling. Findings Two significant paths were identified Path 1: management support to red tape to discretionary power to affective commitment and turnover intentions; and Path 2: supervisor relationships to PsyCap to stress to affective commitment and turnover intentions. Further, management support predicted PsyCap, red tape and police stressors. Red tape increased police stressors and turnover intentions. Research limitations/implications The use of self-report surveys is a limitation, causing common methods bias. Using Harmon’s one-factor post hoc test, the authors were able to provide some assurance that common method bias was of no major concern. Originality/value As far as is known, this study is the first to examine, for police officers, how PsyCap impacts upon negative factors (stress and red tape) and enhances positive drivers for employees. Examining the impact of an individual attribute – PsyCap – provides an important piece of the organizational puzzle in explaining the commitment and turnover intentions of police officers. By examining the impact of both organizational and individual factors, there is now more knowledge about the antecedents of police outcomes.

The effects of relationship bonds on emotional exhaustion and turnover intentions in frontline employees

2014 ◽  
Vol 28 (4) ◽  
pp. 319-330 ◽  
Author(s):  
Edward Shih-Tse Wang
Keyword(s):  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Service Industry ◽  
Frontline Employees ◽  
Continuance Commitment ◽  
Content Type ◽  
Frontline Workers

Purpose – This paper aims to extend the relationship marketing concept to examine which relationship bonds (social, structural and financial bonds) have different effects on employee affective (want to stay), normative (ought to stay) and continuance commitment (have to stay). Preventing emotional exhaustion in frontline employees and helping them stay on the job is an important topic for emotional labor research. The research also investigates which types of commitment influence emotional exhaustion and turnover intentions significantly. Design/methodology/approach – Data were collected through a self-reported questionnaire administered to 401 restaurant service industry frontline workers. Findings – The findings support the hypothesis that whereas social and financial bonds influence affective commitment, structural and financial bonds influence continuance commitment. Furthermore, affective commitment is a crucial factor for preventing emotional exhaustion and turnover intentions, whereas continuance commitment positively affects emotional exhaustion. Originality/value – This research offers academic and managerial insights into the various types of relationship bonds and controls these bonds for facilitating employee organizational commitment, which consequently affects emotional exhaustion and turnover intention.

scholarly journals The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

2020 ◽  
Vol 4 (1) ◽  
pp. 30
Author(s):  
Siti Aminah Caniago ◽  
Denny Mustoko
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Work Ethic ◽  
Turnover Intentions ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city.  Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

scholarly journals How Does Support by the Organization Decrease Employee’s Intention to Leave?

2019 ◽  
Vol 2 (2) ◽  
pp. 61
Author(s):  
Novianthi Dian Purnamawati ◽  
Debora Eflina Purba
Keyword(s):  
Customer Service ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Intention To Leave ◽  
Mediating Effect ◽  
Contact Center ◽  
Phone Calls ◽  
The Relationship

This study aims to investigate the mediating effect of affective commitment in the relationship between perceived organizational support and turnover intention. Data were collected using paper-and-pencil survey on inbound Customer Service Officers (CSO) of a Contact Center X in Jakarta operating in service of electricity needs by phone calls (N = 96). Data were analyzed using Hayes PROCESS macro on SPSS software. Results showed that perceived organizational support was negatively related to turnover intention and positively related to affective commitment. Results also showed that affective commitment was negatively correlated with turnover intention. The mediation analysis showed that affective commitment fully mediated the relationship between perceived organizational support and turnover intention. The theoretical and practical implications of the study were further discussed.

scholarly journals Investigating The Influence Of Financial Reward On Lagos State University Staff Turnover Intention

2016 ◽  
Vol 12 (10) ◽  
pp. 161
Author(s):  
Rasheed Olawale ◽  
Ibrahim Olanrewaju
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Pay Satisfaction ◽  
Staff Turnover ◽  
State University ◽  
University Management ◽  
Satisfaction Scale ◽  
Lagos State ◽  
The University ◽  
Self Administered Questionnaire

This study investigated the nature of relationship between turnover intention and financial rewards.Turnover intention can be linked to a situation where motivators are not put in place to get the best out of workers.Simple random sampling techniques was used to select 400 staff (male, n=250, female, n=150) of Lagos State University. A self-administered questionnaire was used to collect data from the participants using Pay Satisfaction Scale (PSS) adapted from the Spector’s Job Satisfaction Scale and the Turnover Intention Scale (TIS) from Mobley, Horner, and Hollingsworth (1978).Pearson’s Product Moment correlation coefficient was used to analyze the data gotten from the participants. One hypothesis was tested and it was found that there is a significant positive relationship between turnover intention and financial rewards.This study recommends that pay satisfaction of workers should be an uttermost concern for the university management so as to reduce staff turnover intentions.

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