scholarly journals Effects of Perceived Organisational Support and Emotional Intelligence on Turnover Intention among Logistics Drivers

2020 ◽  
Vol 5 (10) ◽  
pp. 258-266
Author(s):  
Wan Arnidawati Wan Abdullah ◽  
Faidatul Nadiah Hanib
Keyword(s):  
Emotional Intelligence ◽  
Organizational Support ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Previous Literature ◽  
Logistics Industry ◽  
Factors Affecting ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
High Level

The turnover trends in the logistics industry are surprisingly high, regardless of the rapid growth of the industry. Turnover contributes to an impactful loss for the industry to tolerate the new recruitment costs, time consumption, performance disruption, and moral decline among employees due to the workload transfer. Previous literature presented various factors affecting turnover intention, and it could be concluded that factors within an organisation and individual play an essential role in turnover actions. Hence, this research focuses on perceived organisational support and emotional intelligence as factors to turnover intention among logistics drivers in Selangor. Eighty respondents from POS Logistics Berhad in Selangor participated in self-administered survey questions of Survey Perceived Organizational Support, Wong and Law Emotional Intelligence Scale, and Turnover Intention Scale. Results revealed that most of the respondents have a moderate level of POS (84%) and a high level of EI (91%). In comparison, slightly half have a low level of TOI (56%). Research also found that POS and EI have no significant relationship with turnover intention, which is contrary to previous literature. Similarly, three criteria of EI; self-emotion appraisal, uses of emotions, and others-emotions appraisal also have no significant relationship with turnover intention. Only regulations of emotions (r=0.024, p=0.031) has significant relationship with turnover intention. Since the current study location was restricted for a few branches of Pos Logistics in Selangor, it limits the result of the study due to misrepresent the whole community fairly. Future researchers are encouraged to extend or increase the sampling size to other companies and regions to make better generalisations.

Perceived Organisational Support: A Cross-National Comparative Study Between Ghanaian and Finnish Industrial Workers

2015 ◽  
Vol 8 ◽  
Author(s):  
Seth Ayim Gyekye ◽  
Mohammad Haybatollahi
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Structural Equation ◽  
Hierarchical Regression ◽  
Industrial Workers ◽  
Cross Sectional ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
National Perspective ◽  
Cross National

Perceived organisational support (POS) refers to an employee's perception concerning the degree to which organisational management values their contributions and cares about their wellbeing. Despite the influence of culture on organisational behaviour, there is still a paucity of culture-comparative studies. The study investigated POS from a cross-national perspective with Ghanaian and Finnish industrial workers. We hypothesised and tested a model predicting differences on POS using a cross-sectional data of Ghanaian (N = 320) and Finnish (N = 520) industrial workers. The data were collected with Eisenberger, Fasolo, and LaMastro's (1990) Survey of Perceived Organizational Support. Correlational analyses, t-test and hierarchical regression analyses were used to test four hypotheses. The relationships between employee demographic factors and POS were also analysed. The hierarchical regression analysis revealed worker demographic variables as impacting more significantly on POS among Ghanaian workers. Contrary to our expectations, Ghanaian workers perceived more managerial support than their Finnish counterparts. Structural equation modelling revealed job satisfaction as a mediator in these relationships. Path analysis performed to identify specific variables that were moderated by culture revealed organisational position and job satisfaction as potential variables. The theoretical and practical implications of the study are discussed.

scholarly journals Pengaruh Perceived Organizational Support dan Employee Engagement terhadap Kinerja Karyawan

2021 ◽  
Vol 9 (3) ◽  
pp. 1205-1213
Author(s):  
Septi Diana ◽  
Agus Frianto
Keyword(s):  
Data Collection ◽  
Employee Engagement ◽  
Organizational Support ◽  
Quantitative Research ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Sources Of Information ◽  
Organisational Support ◽  
Perceived Organisational Support

This study aims to determine how the effect of perceived organisational support and employee engagement on the performance of employees. This study uses quantitative research with a population of employees at UD. Zacyndo safety shoe factory in Tuban and Mojokerto regency. This study using a sample of 45 employees. Data collection techniques were carried out by collecting primary data through the distribution of online questionnaires and using secondary data collection through documentation of organisational activities/events and other written sources of information as writing reference materials. Data were analysed using multiple regression through SPSS version 24. The result showed that perceived organisational support had a negative and insignificant effect on employee performance, employee engagement had a significant and positive effect on employee performance, and perceived organisational support and employee engagement had a positive and significant effect on employee engagement. UD. Zacyndo may improve POS better by paying attention to employee welfare to produce maximum performance. In addition, improve strong relationships with each employee may help the organisation to achieve the intended goals.

scholarly journals The role of emotional intelligence and organisational support on work stress of nurses in Ibadan, Nigeria

Curationis ◽  
2017 ◽  
Vol 40 (1) ◽  
Author(s):  
Abiodun M. Lawal ◽  
Erhabor S. Idemudia
Keyword(s):  
Emotional Intelligence ◽  
Work Stress ◽  
Study Data ◽  
Workplace Stress ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Four Dimensions ◽  
Work Related ◽  
Organisational Support ◽  
Perceived Organisational Support

Background: Universally, nurses have been reported to be a group at high risk of workplace stress. However, nurses’ responses to stressful situations at work could be the outcomes of individual differences and organisational factors.Objectives: We examined the independent and joint contributions of four dimensions of emotional intelligence and perceived organisational support in work stress of nurses in a teaching hospital in Nigeria.Methods: The study was a cross-sectional survey research design, which selected 228 (41 male and 187 female nurses) nurses through the use of convenience sampling. Questionnaires comprising demographics with work stress, organisational support and emotional intelligence scales were administered to the sampled 228 nurses in the study. Data were analysed with the use of correlational matrix and hierarchical multiple regression.Results: Self-emotion appraisal, others’ emotion appraisal, use of emotion, regulation of emotion and perceived organisational support were found to have joint contributions to explaining work stress among nurses. Others’ emotion appraisal, use of emotion and perceived organisational support were found to have independent relationships with work stress.Conclusion: Our findings stress that judgement of others’ emotions, accurate use of emotion by nurses and support from management of the hospital are most important in explaining their reactions towards work-related stress.

scholarly journals The power of informal communication and perceived organizational support on energy at work and extra-role behavior: A survey on teachers

2015 ◽  
Vol 12 (2) ◽  
pp. 113 ◽  
Author(s):  
Ali Murat Alparslan ◽  
Uğur Keskin Kılınç
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Equation Model ◽  
Informal Communication ◽  
National Education ◽  
Role Behavior ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Convenience Sampling ◽  
Positive Effect

<p>This research studies the effect of energy at work, internal-external informal communication and perceived organisational support on extra role behaviour. The population of survey included teachers (479 teachers at 25 elementary and middle schools) at The Ministry of National Education located in the Burdur in Turkey. Research method is a survey with a questionnaire and participants has been reached with the convenience sampling method. Two model (purposed and revised) was examined by structural equation model approach. According to the findings, internal informal communication increases energy at work, and therefore, energy at work has a considerably positive effect on extra role behaviour. Besides that, perceived organisational support has seriously positive effect on internal informal communication. As inferred from these findings, the increase of perceived organisational support will also increase internal informal communication, and the increase of communication will enable lecturers to be more energetic, and hence, such energy will trigger lecturers to make extra efforts for their organizations.</p>

An integrative model of turnover intention

2015 ◽  
Vol 6 (1) ◽  
pp. 71-90 ◽  
Author(s):  
Yui-tim Wong ◽  
Yui-Woon Wong ◽  
Chi-sum Wong
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Integrative Model ◽  
Future Research ◽  
Content Type ◽  
Trust In Management ◽  
Perceived Organisational Support ◽  
The Impact

Purpose – The purpose of this study is to attempt to fill a research gap by proposing an integrative model for studying employees’ turnover intention in Chinese joint ventures (JVs). The authors also examine the antecedents of turnover intention and its impact on employees’ performance. Design/methodology/approach – A data set consisting of 247 employees in 3 JVs in the Peoples’ Republic of China is used to test the hypotheses. Findings – The LISREL results support all hypotheses. The model examines how the contextual experiences of perceived organizational support and affective commitment might affect the turnover intention. It is proposed that employees’ perceived distributive justice, trust in management and job security are related to the organizational experience of perceived organizational support and affective commitment, which will affect turnover intention and, in turn, to job performance. The empirical results show that turnover intention has a significant and negative impact on employees’ performance, and both perceived organisational support (POS) and affective commitment have partial mediation effects between trust in management and employees’ turnover intention. Research limitations/implications – The Western POS scale was used in this study. It may not fully capture the meaning of POS in the Chinese setting. Future research may develop indigenous POS measurement. Additionally, the scale on turnover intention only showed employees’ intention to leave, it did not reveal their subsequent actual turnover. Future research should use a longitudinal design to study the actual employee turnover. It contributes to the literature by offering insights on how Chinese human resource management practices in JVs affect employees’ turnover intention and the impact of turnover intention on employees’ performance in Chinese JVs. Originality/value – This study enhances the authors' understanding of the relationship among POS, affective commitment and turnover intention of Chinese JV employees.

scholarly journals The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam

2020 ◽  
Vol 12 (5) ◽  
pp. 1857 ◽  
Author(s):  
Ha Nam Khanh Giao ◽  
Bui Nhat Vuong ◽  
Dao Duy Huan ◽  
Hasanuzzaman Tushar ◽  
Tran Nhu Quan
Keyword(s):  
Emotional Intelligence ◽  
Organizational Support ◽  
Family Conflict ◽  
Turnover Intention ◽  
Perceived Organizational Support ◽  
Banking Industry ◽  
Job Burnout ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

The objective of this study is to investigate the impact of emotional intelligence on turnover intention, noting the mediating roles of work-family conflict and job burnout as well as the moderating effect of perceived organizational support. Survey data collected from 722 employees at banks in Vietnam was analyzed to provide evidence. Results from the partial least squares structural equation modeling (PLS-SEM) using the SmartPLS 3.0 program indicated that there was a negative effect of emotional intelligence on employees’ turnover intention; this was mediated partially through work-family conflict and job burnout. Besides, this study indicated that perceived organizational support could decrease work-family conflict, job burnout and turnover intention of employees. It could also moderate the relationship between emotional intelligence and work-family conflict. This negative relationship was stronger for employees who work in a supportive environment. The main findings of this research provided some empirical implications for the Vietnamese banking industry. It implied that organizations in the service industry should try to improve their employees’ work-family balance, reduce job burnout and take advantage of these emotional balances and supportive environments to create beneficial outcomes.

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