scholarly journals Workplace Friendship, Helping Behavior, and Turnover Intention: The Meditating Effect of Affective Commitment

2020 ◽  
pp. 55-75
Author(s):  
Yu-Ping Hsu ◽  
Chun-Yang Peng ◽  
Ming-Tao Chou ◽  
Chun-Tsen Yeh ◽  
Qiong-yuan Zhang
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Helping Behavior ◽  
Negative Influence ◽  
Equation Modeling ◽  
Future Research ◽  
Research Subjects ◽  
Workplace Friendship ◽  
The Social

The present study drew from the social identity theory to explore the workplace friendship and adopted the social support theory to examine the effects of workplace friendship on affective commitment, helping behavior, as well as turnover intention. Research subjects of this study were civil affairs workers in Tainan and Chiayi County, Taiwan. Random sampling was used to collect anonymous questionnaires. The results of structural equation modeling (SEM) demonstrated that workplace friendship had positive influences on affective commitment and helping behavior and a negative influence on turnover intention. Prior research offered little empirical evidence of affective commitment as a mediating mechanism linking the workplace friendship–helping behavior and workplace friendship–turnover intention relationships. The present study found that effective commitment played an important mediating role. Implications for practice were discussed, and directions for future research were provided.

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.

The Binding and Blinding Influence of Project Commitment

2015 ◽  
Vol 28 (1) ◽  
pp. 57-74 ◽  
Author(s):  
Melinda L. Korzaan ◽  
Nita G. Brooks
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Behavioral Control ◽  
Equation Modeling ◽  
Future Research ◽  
Perceived Behavioral Control ◽  
It Projects ◽  
Continuance Commitment ◽  
It Project ◽  
Survey Responses

Proper management of information technology (IT) projects remains important within organizations; they require tremendous investment and consume valuable resources. To enhance one's understanding of IT projects and the continued issue of project failure, this study develops a model of the psychological influences of IT project commitment for individuals working on IT projects and its influence on intentions to continue an IT project (ICITP). Survey responses from 232 individuals across several organizations were obtained, and structural equation modeling was used to analyze the data. Three forms of project commitment (affective, continuance, and normative), subjective norm, and perceived behavioral control – internal were significant predictors of ICITP, explaining 64% of the variance. Additionally, continuance commitment and perceived behavioral control – internal were found to explain 46% of the variance in affective commitment. Implications and directions for future research are provided.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

scholarly journals The Increase of Organizational Citizenship Behaviour (OCB) Through Islamic Work Ethics, Affective Commitment, and Organizational Identity

2019 ◽  
Vol 12 (2) ◽  
pp. 181 ◽  
Author(s):  
Wuryanti Kuncoro ◽  
Gunadi Wibowo
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Structural Equation ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Work Ethics ◽  
Productivity Increase

An employee who is willing to voluntarily help fellow co-workers to do work outside the assigned job description and the assistance provided is not included in the performance assessment, can be defined as organizational citizenship behavior (OCB). Podsakoff et.al (2000) states that OCB can influence organizational effectiveness because it can help improve co-workers productivity, increase managerial productivity and streamline the use of organizational resources for productive purposes. This research was conducted to identify the effect of Islamic work ethics, affective commitment and organizational identity on OCB. The data were collected from 110 employees at the Muhammadiyah Islamic Hospital of Kendal and the Muhammadiyah Darul Istiqomah Hospital of Kendal. The data were later analyzed using Structural Equation Modeling (SEM) using the Analysis of Moment Structure (AMOS 24) software. The result indicates that affective commitment and organizational identity have a significant effect on OCB while Islamic work ethics have no significant effect on OCB. The researcher hopes that this research can be developed in future research by adding other variables related to OCB that may have a greater influence on OCB.

scholarly journals Peran Komitmen Organisasi dalam Menurunkan Pengaruh Negatif Turnover Intention terhadap Kinerja Karyawan (Studi kasus: GroupM Indonesia)

2019 ◽  
Vol 9 (2) ◽  
pp. 81-90
Author(s):  
Aria Andriyadi ◽  
Anggraini Sukmawati ◽  
U Dyah Syafitri
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Negative Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
High Turnover ◽  
Moderator Variable

Information about the factors that influence turnover intention is needed by managerial in providing strategic steps to overcome the negative effects of high turnover intention. This study aims to analyze the effect of turnover intention on employee performance with organizational commitment as a moderator variable. The sampling method used was the proportionate stratified random sampling technique. The research data used respondents' perceptions of the variables, then analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of this study indicate that turnover intention has a negative relation toward employee performance and commitment, although not significant. This condition can occur because of tugging to get high-performing talents in the service industry. This condition is triggered by the increasingly open competition in the world of work so that employees are aware of having to create a positive impression for the company to be left, which will usually be a recommendation to the next destination company. High organizational commitment is an important factor in improving employee performance. High organizational commitment will reduce the desire of employees to leave a company (turnover intention) and reduce the negative influence on employee performance, so that despite high turnover intention, employee performance is remaining high. This happens especially in service companies whose main capital is human resources.

scholarly journals THE IMPROVEMENT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOURS (OCB) THROUGH ISLAMIC WORK ETHIC, AFFECTIVE COMMITMENT, AND THE IDENTITY OF THE ORGANIZATION

2017 ◽  
Vol 2 (2) ◽  
pp. 286
Author(s):  
Gunadi Wibowo ◽  
Wuryanti Wuryanti
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Structural Equation ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Work Ethics ◽  
Islamic Work Ethic

Employee who are willing to voluntarily help fellow co-workers to do work outside the assigned job description and the assistance provided is not included in the performance assessment, called organizational citizenship behavior (OCB). Podsakoff et.al (2000) states that OCB can influence organizational effectiveness because it can help improve co-workers productivity, increase managerial productivity and streamline the use of organizational resources for productive purposes. This research was conducted to identify the effect of Islamic work ethics, affective commitment and organizational identity on OCB. The data were collected from 110 employees at the Muhammadiyah Islamic Hospital of Kendal and the Muhammadiyah Darul Istiqomah Hospital of Kendal. The data were later analyzed using Structural Equation Modeling (SEM) using the Analysis of Moment Structure (AMOS 24) software. The result indicate that affective commitment and organizational identity have a significant effect on OCB while Islamic work ethics have no significant effect on OCB. The researcher hopes that this research can be developed in future research by adding other variables related to OCB that may have a greater influence on OCB.Keywords: OCB, Islamic work ethics, affective commitment, organizational identity

The Mediating Role of Job Embeddedness Between Internal Marketing and Turnover Intention

2011 ◽  
Vol 2 (4) ◽  
pp. 38-53
Author(s):  
Mona Mohamed Sayed Ibrahim
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Job Embeddedness ◽  
Negative Influence ◽  
Positive Influence ◽  
Internal Marketing ◽  
Equation Modeling ◽  
Work Related ◽  
Mediating Role ◽  
Telecommunication Companies

This study contributes to the stream of research on job embeddedness and internal marketing. Greater attention needs to be paid to understand the mechanisms and processes through which internal marketing influences work-related attitudes such as turnover intention in order to develop complete understanding of the effect of internal marketing on job embeddedness. This study fills this research gap using a sample of respondents employed by telecommunication companies in Egypt. The author examines whether job embeddedness mediated the effects of internal marketing on turnover intention. Results from Structural Equation Modeling (SEM) showed that job embeddedness fully mediates the relationship between internal marketing and turnover intention. Results also support that internal marketing has obviously positive influence on job embeddedness and a clearly negative influence on turnover intention; finally, internal marketing has direct and indirect influences on turnover intention through job embeddedness. Implications for research and practice of the findings are discussed.

The Effect of Job Insecurity, Job Satisfaction and Organizational Commitment on Employee Turnover Intention Mediated by Organizational Culture: Study on The Airline Transportation Services in Indonesia

2021 ◽  
Vol 3 (3) ◽  
pp. 69-78
Author(s):  
Edi Sugiono ◽  
Indra Sabar Adillah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Research Subjects ◽  
Transportation Services ◽  
Employee Turnover Intention

The purpose of this study is to analyze Job Insecurity, job satisfaction, and organizational Commitment directly affect turnover intention and organizational culture; it analyzes Job Insecurity, job satisfaction, and organizational Commitment have an indirect impact on turnover intention through organizational culture. The population of this study was employees of The Airline Transportation Services Company, with 300 samples taken as research subjects. The analysis method uses Structural Equation Modeling (SEM) through AMOS software version 2.2. The results showed that    Job Insecurity, job satisfaction, and organizational culture had a significant effect on turnover intention, work commitment had no significant impact on turnover intention, Job Insecurity, job satisfaction, and Commitment had a considerable influence on organizational culture, and organizational culture was able to mediate the effect of Job Insecurity, job satisfaction, and organizational commitment. Work has a significant impact on turnover intention.

The Effect of Utilitarian Website Features on Online Saudi Arabia Consumers Loyalty in the Case of Online Flight Booking

2016 ◽  
Vol 12 (4) ◽  
pp. 57-75 ◽  
Author(s):  
Afshan Azam
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Purchase Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Web Content ◽  
Online Data ◽  
Managerial Implications ◽  
Website Features ◽  
The Impact

The last couple of decades have witnessed rapid technological advancements, which have consequently caused dramatic changes in the lives of consumers and their purchase behavior. Of the many causes of the rapid growth of Internet use in the last few decades, most researchers confer that the critical contribution has been the growth of Web content. This paper attempts to report a study investigating the impact of utilitarian website features on Saudi Arabian customer loyalty for booking flights online. Data collected from 340 respondents were used to test the hypotheses. Structural Equation Modeling was deployed to analyze valid data points. The study found the importance of creating loyalty by focusing on utilitarian website features. Calculative commitment is significantly influenced by utilitarian features whereas affective commitment didn't showed significantly influence by utilitarian features. Limitations, managerial implications and future research directions are discussed at the end of the paper.

scholarly journals HIERARCHICAL MODEL OF INTERNAL MARKETING TO PREDICT EMPLOYEE SATISFACTION AND TURNOVER INTENTION

2018 ◽  
Vol 2 (1) ◽  
pp. 44-58
Author(s):  
Athanasia An Nointin
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Hierarchical Modeling ◽  
Internal Marketing ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Future Research ◽  
Employee Job Satisfaction

The objective of this paper is to assess the predictive influence of internal marketing on employee job satisfaction and turnover intention of frontline employees of travel agencies in Sabah. Specifically, the study aims to investigate the extent to which each of the four dimensions of internal marketing (internal communication, reward system, working condition and training) affects employee job satisfaction and the intention to leave the organization.Conceptually, this study extends the concept of Internal Marketing by re framing it as a formative hierarchical construct and modeling its impact on job satisfaction and turnover intention. The two-stage approach was adopted in partial least square structural equation modeling to examine the hierarchical modeling of internal marketing. The findings suggest that internal marketing is a significant predictor of job satisfaction and indirectly influences employees‟ turnover intention. The conceptualization of internal marketing as reflective formative type of second order model was justified in this study. Other than the conceptual and empirical contribution, this study also offers an alternative method in modeling internal marketing of which could be adopted in future research.

Sign in / Sign up

Export Citation Format

Share Document