scholarly journals Turnover Intention in Terms of Organizational Climate in Marketing Employees

2020 ◽  
Author(s):  
Sri Hartini ◽  
Cindy Arini ◽  
Surya Dini ◽  
Ewen Sulim
Keyword(s):  
Organizational Climate ◽  
Turnover Intention

scholarly journals VARIABEL YANG MEMPENGARUHI KEPUASAN KERJA DAN TURNOVER INTENTION PEGAWAI DINAS PENDIDIKAN KABUPATEN PROBOLINGGO

BISMA ◽  
2018 ◽  
Vol 12 (2) ◽  
pp. 252
Author(s):  
Nurohma Afrianti ◽  
Purnamie Titisari ◽  
Handriyono Handriyono
Keyword(s):  
Path Analysis ◽  
Organizational Climate ◽  
Employee Engagement ◽  
Direct Effect ◽  
Work Stress ◽  
Indirect Effect ◽  
Turnover Intention ◽  
Work Satisfaction ◽  
Education Department ◽  
Research Show

This study aims to examine the effect of work stress, organizational climate, and employee engagement on work satisfaction and turnover intention of the staffs of Education Department of Probolinggo Regency. The research sample consists of 83 respondents. Data were analyzed using path analysis. Results of the research show that work stress, organizational climate, and employee engagement have direct effect and indirect effect through work satisfaction on turnover intention of the staffs of Education Department of Probolinggo Regency. Keywords:     Work Stress, Organizational Climate, Employee Engagement, Work Satisfaction, and Turnover Intention.

scholarly journals Paternalistic Leadership and Employees’ Sustained Work Behavior: A Perspective of Playfulness

2019 ◽  
Vol 11 (23) ◽  
pp. 6650
Author(s):  
Ching-Han Fang ◽  
Ching-Lin Fang ◽  
Ren-Fang Chao ◽  
Shang-Ping Lin
Keyword(s):  
Organizational Climate ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Service Industry ◽  
Work Behavior ◽  
Moral Leadership ◽  
Paternalistic Leadership ◽  
Authoritarian Leadership ◽  
Benevolent Leadership

The frontline employees of the service industry are the first connection between enterprises and consumers. Therefore, their performance often represents the image of the company. This study intended to discuss employees’ sustained work behavior through the perceived organizational climate, from the point of view of direct supervisors’ leadership. Employees of chain convenience stores in Taiwan were used as the research samples for the questionnaire survey. A total of 473 valid questionnaires were considered using structural equation analyses. The results showed that authoritarian leadership and employees’ turnover intentions had a significant positive relationship; moreover, there were negative relations between moral leadership, benevolent leadership, and employees’ turnover intention. Thus, employees’ perceived playfulness can decrease turnover intention when under paternalistic leadership. This study provides valuable insights for managers to understand the work value of playfulness.

Relationship Management Competence and Organizational Performance

2008 ◽  
pp. 1168-1174
Author(s):  
Murako Saito
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Turnover Intention ◽  
Human Performance ◽  
Interpersonal Relationship ◽  
Relationship Management ◽  
Mood States ◽  
Team Members ◽  
Value Consciousness ◽  
Cognitive Information

The competence of organizational management is required to cope with complexity of technology and diversity of social demands for maintaining good interpersonal relationship by the support of advanced technology. The competencies, such as self-management, interpersonal relationship management, play a crucial role in improving individual and organizational performance. Experiences of interpersonal relationship at work are multifaceted with value consciousness, mood states at work, members’ work attitudes in addition with technical knowledge and skills which are constituted of explicit cognitive information. Organizational climate or culture is focused in recent studies to improve human performance by avoiding erroneous actions, accidental occurrences, or withdrawal attitudes such as absent, turnover intention. The participants to organization are expected to act as an actor or some of them as a leader to help in developing themselves and coworkers, building bonds to collaborate with team members, for improving organizational performance and for providing high quality of service. This chapter is focused on the effect of mood states at work on workers perceived health and perceived performance, and on the effect of the competence of interpersonal relationship management on organizational performances.

Measuring the influence of hospitality organizational climate on employee turnover tendency

2020 ◽  
Vol 32 (6) ◽  
pp. 1307-1326
Author(s):  
Amit Datta
Keyword(s):  
Organizational Climate ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Future Research ◽  
Frontline Employees ◽  
Content Type ◽  
Job Levels ◽  
And Gender ◽  
Relationship Of ◽  
The Relationship

PurposeThis study aims to identify the underlying dimensions of hospitality organizational climate and then measure the influence of it on employee turnover tendency.Design/methodology/approachData were obtained from 504 employees across 18 upscale hotels in India. Factor analysis was adopted to identify the organizational climate dimensions and its influence on turnover tendency was measured by SEM. One-way ANOVA tested the hypothesis related to the perceived differences among the employees regarding turnover intention.FindingsResult supports the hypothesized relationship between the constructs that the identified organizational climate structure have strong inverse relationship with employee turnover tendency and its dimension “leaders facilitation and support” was found to influence turnover intention the most, followed by “cohesion, clarity and objectivity of system,” “esprit of profession, organization and workgroup” and “job challenge, variety and feedback.” Results also determined differences among the hotel employees of different job levels and gender regarding turnover tendency.Practical implicationsStudy reveals that employee turnover tendency is predominantly influenced by the identified factors of organizational climate and more among the male frontline employees and attrition reduces with age and position. This knowledge will help the hotel's management in designing strategic HRM to control attrition.Originality/valueThis study is the first to establish an organizational climate measure of hotel industry in India and opens scope for future research. It also draws attention to the relationship of organizational climate with turnover tendency.

scholarly journals The influence of spiritual leadership on turnover intention: assessing mediating role of quality of work life and moderating role of organization climate

2021 ◽  
Vol 2 (1) ◽  
pp. 27-35
Author(s):  
Neema Gasper Mariwa ◽  
Garba Betchem ◽  
Isaac Amankwaa Adu ◽  
Minkah Yaw Andrews
Keyword(s):  
Organizational Climate ◽  
Turnover Intention ◽  
Spiritual Leadership ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Mediating Role ◽  
Effect Model

The purpose of this study is to investigate the influence of spiritual leadership on employees’ turnover intention by assessing the role of quality of work life as a mediating role and organizational climate as a moderator. This study identifies and examines, using a cross-sectional survey research design, the empirical support for two alternative model – a direct effect model and an indirect effect model of the likely effect of spiritual leadership on employee turnover intention, mediated by quality of work life and organizational climate as moderator on hotel employees of Tanzania. The results of this study showed the inverse relationship of spiritual leadership and turnover intention mediated by quality of work life. In addition organizational climate moderated the effect of quality of work life on turnover intention such that the relationship was stronger when organizational climate was high. The findings from this work adds to the existing literature and provide hotel managers with knowledge on the effects of spiritual leadership on turnover intention of employees. This is an original practical examination and its significance partly comes from its research implications and practice implications.

scholarly journals The Effect of Job Stress and Organizational Climate on Turnover Intention Through Job Satisfaction of Sales Employees PT XYZ Distribution in West Jakarta

2020 ◽  
Vol 5 (8) ◽  
pp. 953-965
Author(s):  
Tyas Setyorini ◽  
Charles Bohlen Purba
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Sampling Method ◽  
Simple Random Sampling ◽  
Sampling Techniques ◽  
Analysis Method ◽  
Sales Employees

This study aims to determine and analyze the effect of work stress and organizational climate on turnover intention through job satisfaction of sales employees of PT. XYZ distribution in West Jakarta. This research method uses quantitative research. The population in this study were all sales employees of PT. XYZ distribution in West Jakarta. The sample used in this study uses probability sampling techniques by means of sampling the simple random sampling method. Then the sample size used in this study were 279 sales employees. The data analysis method used in this study was path analysis with the help of the SPSS version 25.0 program. The results showed that job stress has a negative and significant effect on job satisfaction. Organizational climate has a positive and significant effect on job satisfaction. Job stress has a positive and significant effect on turnover intention. Organizational climate has a negative and significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention. Job stress on turnover intention through job satisfaction has a positive and significant effect. And organizational climate on turnover intention through job satisfaction has a positive and significant effect

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