Factor Do Influencing Turnover Intention: Intervening Effect of Compensation Policy Decision

The current research examines the effects of external and internal factors on the decisions related to the compensation policy subsequently influence turnover intentions of Telecom sector employees of Pakistan. The study was conducted in two phases. In the first phase, the factors effecting the compensation policy decision are generated through an extensive review of literature. This exhaustive list was tested through a rigorous process of a number of iterations of finding the most valued and considered factors in Pakistani telecom sector. This process was done with the top tier management including the human resource practitioners, as these are the people who significantly contribute in developing and finalizing decisions on the policy relating to compensation. For meeting with the objectives of current study, second phase consisted on identification of the impact of such decisions was tested on employee’s turnover intentions. The results were significant giving an understanding that the organizations who consider the most critical internal and external factors effecting decisions related with compensation policy, will ultimately craft such a policy, which is having a positive influence on the motivation of employee to continue working with the organization. So, this will solve the major organizational problem of retaining the productive employees and hence getting a sustainable organizational performance.

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The Impact of Perceptions of Training on Employee Commitment and Turnover Intention: Evidence from Pakistan

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v3i1.2924 ◽

2013 ◽

Vol 3 (1) ◽

pp. 74 ◽

Cited By ~ 11

Author(s):

Muhammad Ashar ◽

Mudasar Ghafoor ◽

Easha Munir ◽

Sadia Hafeez

Keyword(s):

Organizational Performance ◽

Turnover Intention ◽

Employee Turnover ◽

Affective Commitment ◽

Banking Sector ◽

Turnover Intentions ◽

Business Environment ◽

Significant Positive Association ◽

Relationship Of ◽

The Impact

To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. The objective of our study is to investigate relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. Later on we investigate relationship of affective commitment with employee turnover intentions. For this purpose questionnaire were considered as a tool to get responses from telecom and banking sector of Pakistan. Total 150 questionnaires were distributed and 123 useful questionnaires were received at a response rate of 82%. Statistical tools that used to analyze the relationships were Pearson moment quotient and linear regression. The result shows significant positive association of both training perceptions with affective commitment. The finding also shows significant negative association of affective commitment with employee turnover intention. This study helps managers to understand training-attitude-organizational performance relationship. Key Words: Training Perceptions, Affective Commitment, Turnover Intention, HR Practices

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PENGARUH WORK LIFE POLICIES, WORK LIFE CONFLICT, JOB STRESS, DAN LONELINESS TERHADAP TURNOVER INTENTIONS PADA SEBUAH UNIVERSITAS SWASTA DI KOTA BATAM

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v9i2.2233 ◽

2018 ◽

Vol 9 (2) ◽

pp. 299

Author(s):

Hielvita Ludiya

Keyword(s):

Organizational Performance ◽

Job Stress ◽

Turnover Intention ◽

Turnover Intentions ◽

Work Life ◽

Full Time ◽

New Employees ◽

Managerial Implications ◽

The Impact ◽

Work Life Conflict

Turnover intention has been an important issue in any organization; management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. This study aims to examine the impact of work life policies, work life conflict, job stress dan loneliness on turnover intentions at a private university in Batam. A total of 101 completed responses were collected in the survey. The sampling method in this research is done with the approach of non-probability sampling with the convinience sampling. The data analysis technique used was the technique of multiple regression analyisis. The findings of this research showed that work life policies and job stress have negative and significant impact on turnover intentions. Work life conflict and loneliness have positive and significant impact on turnover intentions. The managerial implications of this research have several limitations such as taking only one university and some faculties of full time lecturer which become the object of research. Moreover, researcher was not able to spend a lot of time at the organisation for collecting the data from the respondents. This research suggest that further investigation needs to be expanded by taking some of the objects that are similar research at the education industry or other industries, and by increasing the sample size to improve the results of consistency.

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The Impact of Non-Standard Hours on Turnover Intentions: Evidence from Telecom Sector

SSRN Electronic Journal ◽

10.2139/ssrn.2899421 ◽

2017 ◽

Author(s):

Saqib Yousaf ◽

Muhammad Aamir

Keyword(s):

Turnover Intentions ◽

Telecom Sector ◽

The Impact

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TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

Journal of Leadership in Organizations ◽

10.22146/jlo.43770 ◽

2019 ◽

Vol 1 (1) ◽

Author(s):

Muhammad Zakiy

Keyword(s):

Job Satisfaction ◽

Organizational Change ◽

Turnover Intention ◽

Negative Influence ◽

Positive Influence ◽

Leader Member Exchange ◽

Member Exchange ◽

Relationship Of ◽

The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction.

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Social norms in the salesforce: justice and relationalism

Journal of Business and Industrial Marketing ◽

10.1108/jbim-01-2018-0054 ◽

2019 ◽

Vol 34 (1) ◽

pp. 49-61 ◽

Cited By ~ 1

Author(s):

Ilgım Dara Benoit ◽

Thomas Brashear Alejandro ◽

Jeffrey Foreman ◽

Christian Chelariu ◽

Shawn Bergman

Keyword(s):

Social Norms ◽

Turnover Intention ◽

Turnover Intentions ◽

Sales Manager ◽

Equation Modeling ◽

Interpersonal Justice ◽

Content Type ◽

Informational Justice ◽

Relational Norms ◽

The Impact

PurposeThis paper aims to examine the role of social norms of justice and relationalism in salesperson–sales manager relationships, and their role in developing salesforce commitment and turnover.Design/methodology/approachThis study uses structural equation modeling to analyze survey data from 402 business-to-business salespeople.FindingsAs discrete foundational norms, distributive, procedural and interactional (interpersonal, informational) justice develop higher-order norms of relationalism, which then reflect on increased commitment and reduced turnover intention of the salesforce. Among the justice norms, interpersonal justice has the strongest impact on relationalism.Research limitations/implicationsThe paper shows how each justice norm has a distinct impact in shaping relational norms, and that interpersonal justice has the highest impact. In addition, with enhanced relationalism salespeople become more committed and have lower turnover intentions. Future research could use a longitudinal study, present manager’s side in the model and measure and compare the impact of supervisor- versus organization-focused justice.Practical implicationsTo enhance relationalism, and thus in turn increase commitment and decrease turnover intention of salesforce, sales managers should pay attention to the salespeople’s perceptions of justice norms (distributive, procedural, informational and interpersonal justice), especially interpersonal justice, as it has the highest impact on relationalism. The specific ways to enhance justice perceptions are discussed.Originality/valueThis paper is the first to show how each justice norm is unique in its importance to shape the relationship between sales manager and salespeople in a way that increases the quality of relational norms, governing the relational process into a highly committed one. It also shows that among the four justice norms, interactional justice has the highest impact on relationalism. In addition, this is the first study to show that relationalism decreases turnover intention of salespeople.

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The Impact of the Organizational Culture on Hotel Outsourcing and Sustainable Performance an Empirical Application in the Egyptian Hotel Sector

Sustainability ◽

10.3390/su12229687 ◽

2020 ◽

Vol 12 (22) ◽

pp. 9687

Author(s):

Mahmoud Gebril Taha ◽

Tomás F. Espino-Rodríguez

Keyword(s):

Organizational Culture ◽

Organizational Performance ◽

Structural Model ◽

Negative Impact ◽

Negative Relationship ◽

Positive Influence ◽

Future Research ◽

Competing Values ◽

Sustainable Performance ◽

The Impact

In recent years, the concept of an organizational culture in hotels has held an important position on both a theoretical and practical level because this culture significantly affects organizational performance and the strategies adopted by hotels. Therefore, it is considered one of the key factors in determining hotels’ tendency towards outsourcing and sustainable performance. In this study, we aim to analyze the impact of the organizational culture on the level of outsourcing and sustainable performance. To do so, we will use the Competing Values Framework (CVF), which divides organizational culture into four typologies: hierarchical, group, rational, and development cultures. A personal questionnaire was administered to the directors or managers of 114 hotels located in two Egyptian cities: Hurgada and Sharm El Sheikh. The results of the structural model suggest the negative impact of the hierarchical and development cultures on the level of outsourcing. The results show a positive influence of the four types of organizational culture on sustainable performance, suggesting that these hotels have a strong interest in sustainability and the environment. The findings reveal a negative relationship between the level of outsourcing and sustainable performance. Finally, this study presents academic and practical implications, as well as recommendations for future research.

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The effect of shipping knowledge and absorptive capacity on organizational innovation and logistics value

The International Journal of Logistics Management ◽

10.1108/ijlm-01-2013-0011 ◽

2015 ◽

Vol 26 (2) ◽

pp. 218-237 ◽

Cited By ~ 9

Author(s):

Eon-Seong Lee ◽

Dong-Wook Song

Keyword(s):

Organizational Performance ◽

Absorptive Capacity ◽

Organizational Innovation ◽

Positive Impact ◽

Business Environment ◽

Positive Influence ◽

Maritime Logistics ◽

Logistics Industry ◽

Content Type ◽

The Impact

Purpose – The purpose of this paper is to examine what types of shipping knowledge are crucial in order for shipping companies to survive in dynamic business environment, and to investigate how the shipping knowledge affects the company’s performance (i.e. organizational innovation and logistics value). This paper also diagnoses the moderating effect of absorptive capacity on the relationship between the shipping knowledge and its effectiveness. Design/methodology/approach – Based on the literature, a theoretical framework and relevant hypotheses are established so as to show associated relationships between shipping knowledge, absorptive capacity, and organizational innovation and logistics value. Data are collected for an empirical analysis and a moderated hierarchical regression analysis is conducted to test the hypotheses. Findings – Results show that a high level of shipping knowledge has a positive influence on the organizational innovation and logistics value of shipping companies. The findings also indicate that, while the absorptive capacity of shipping companies moderates the positive impact of shipping knowledge on the logistics value, it directly affects the improvement of organizational innovation. Research limitations/implications – This research verifies that effective knowledge management of shipping companies plays a significant role in developing organizational innovation and improving logistics performance. The research findings provide shipping companies with a strategic insight into the identification of critical sources for competitive advantage and greater organizational performance from an organizational learning perspective. Practical implications – This line of research is served as an indicator of a good strategic direction for the practitioners engaged in the maritime transport and logistics industry, in order for them to become better integrated entities in a global logistics system as well as maximize their competitive advantages. Originality/value – This paper makes the first attempt in its kind at empirically examining the types of shipping knowledge and its overall effectiveness in terms of the improvement of organizational innovation and logistics value. The moderating role of absorptive capacity on the impact of knowledge on organizational performance has also been initiated in the maritime logistics research.

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Effect of Employees’ Commitment on Organizational Performance in Selected Firms

Randwick International of Social Science Journal ◽

10.47175/rissj.v1i1.14 ◽

2020 ◽

Vol 1 (1) ◽

pp. 108-120

Author(s):

Ogala S. C

Keyword(s):

Organizational Performance ◽

Equal Opportunity ◽

Survey Design ◽

Employee Commitment ◽

Positive Influence ◽

Performance Appraisals ◽

Sample Population ◽

Brewing Industry ◽

Capital Development ◽

The Impact

This study investigated the effect of employee’s commitment on organizational performance in selected brewing firms. Two objectives which are ;To examine the impact of employee commitment on organizational profitability in brewing industry in Nigeria To examine the dimensions of employee commitment on performance in brewing industry in Nigeria guided the study. Also two research questions and hypotheses were drawn along that line. A survey design was adopted with a sample population size of 216 drawn using Taro Yamani. Data were presented and analyzed using tables and simple percentages. Also, hypotheses were tested using parametric statistics. Findings revealed that Organizational profitability had a positive influence on employees performance in the area studied (Zc=4.226 > Zt =1.645) and Inadequate employees development programmes had a positive influence on employees commitment in the area studied (Zc=4.531 > Zt =1.645). It was recommended that Organizations should regularly embark on performance appraisals because; it will go a long way to know whether the human capital development is producing the needed result and that there should be a systematic view towards employees’ commitment development in organizations. That is to say all levels, sections should be given equal opportunity to develop. As generally stated, if you fail to plan, then you are planning to fail

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Impact of Procedural Justice on Turnover Intention with Mediating Effect of Trust

Jinnah Business Review ◽

10.53369/neuf4913 ◽

2018 ◽

Vol 6 (1) ◽

pp. 13-19

Author(s):

Maryam Tajammal ◽

Keyword(s):

Procedural Justice ◽

Turnover Intention ◽

Turnover Intentions ◽

Organizational Trust ◽

Mediating Effect ◽

Twin Cities ◽

Public And Private ◽

The Public ◽

Public And Private Sector ◽

The Impact

This research conducted a survey to examine the impact of procedural justice on turnover intention through mediation of organizational trust. The study is based on a sample of 141 faculty members of the public and private sector universities of twin cities of Pakistan who completed structured questionnaires for each variable. Data were analyzed using SPSS and results revealed that procedural justice has negative and significant effect on turnover intentions of employees. Furthermore, organizational trust successfully mediates the relationship between Procedural justice and Turnover intention. We conclude study, discuss theoretical implications and also provide future recommendations.

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Determinants of the Turnover Intention of Construction Professionals: A Mediation Analysis

Sustainability ◽

10.3390/su12030954 ◽

2020 ◽

Vol 12 (3) ◽

pp. 954 ◽

Cited By ~ 2

Author(s):

Mehmet Nurettin Uğural ◽

Heyecan Giritli ◽

Mariusz Urbański

Keyword(s):

Organizational Identification ◽

Turnover Intention ◽

Structural Equation ◽

Turnover Intentions ◽

Voluntary Turnover ◽

Mediating Effect ◽

The Self ◽

Equation Modeling ◽

Self Construal ◽

The Impact

The voluntary turnover rate of qualified professionals is both a critical issue and a priority issue that affects organizations in different ways. The construction industry has a set of very specific and unique characteristics that demarcates it from all other sectors. This situation is related with strong precariousness and employee turnover, as well as the extensive practice of subcontracting. Furthermore, the construction sector, with its project-based production, is more vulnerable to voluntary turnover intention. Therefore, we aimed, in this study, to determine the key factors that contribute to the voluntary turnover intentions of qualified construction professionals. In this paper, the impact of individual-level value orientations on turnover intention in the construction settings, focusing on the mediating effect of external prestige and organizational identification, are investigated. Structural Equation Modeling (SEM) is employed to estimate the causal relationships between the turnover intention and other research variables. The analyses are based on questionnaire responses from 441 construction professionals living in Istanbul. The findings indicate that an individual difference in the self-construal is related to turnover intention indirectly by virtue of employees’ perceptions of organizational prestige. Organizational identification also partially mediated the relationship between the self-construal and the turnover intention.

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