scholarly journals Expanded job scope model and turnover intentions: A moderated mediation model of Core-Self Evaluation and job involvement

2021 ◽  
pp. 1473-1480 ◽  
Author(s):  
Rabia Mushtaq ◽  
Riffut Jabeen ◽  
Samina Begum ◽  
Abdul Zahid Khan ◽  
Tariq Iqbal Khan
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Job Involvement ◽  
Moderated Mediation ◽  
Job Design ◽  
Working Environment ◽  
Self Evaluation ◽  
High Level ◽  
Core Self ◽  
Scope Model

Existing study was conducted to make a combined examination of the mediating role of (a) Job involvement in linking expanded job scope model (EJSM) with turnover intentions and (b) investigate how the relationship among EJSM and turnover intention is conditional based on the level of Core Self-Evaluation (CSE) in employees.700 questionnaires were circulated among the employees of education and financial sector which yields 490 returns achieving a response rate of 70%. After initial data screening 420 complete responses were available for analyses. The results exhibit that Job involvement (JI) mediates the relationships between EJCM and turnover intentions. The results of the moderated mediation depict that JI mediates the relationships between job scope and high level of CSE in employees. The outcomes delivered valuable understandings for managers and consultants, especially to Human Resource professionals who are trying to facilitate the workforce in challenging working environment through improved job design. The businesses may encourage high level of employee involvement through redesigned job scope in presence of high order personality characteristics which helps to reduce turnover intentions. This paper contributed in the literature of job design in three different ways. First, existing research makes theoretical contribution by adding new dimension in existing JSM which is flexible work time. Second, it describes how dynamic work settings may refine employees’ abilities and behaviors. Third, the research deals with a unique view in research of job design by combining personality as a moderator (i.e., CSE).

scholarly journals Effect of Perceived Organizational Politics and Core Self Evaluation on Turnover Intention: A South Asian Perspective

2014 ◽  
Vol 4 (2) ◽  
pp. 33 ◽  
Author(s):  
Mehwish Javed ◽  
Muhammad Abrar ◽  
Mohsin Bashir ◽  
Milha Shabir
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Health Sector ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Self Evaluation ◽  
Work Outcome ◽  
Perception Of Organizational Politics ◽  
Relationship Of ◽  
Core Self

Previously a great stream of research is available on perceptions of organizational politics and its harmful aftermaths at workplace. Now a day’s scholarly attention diverts from aftermaths to search out for moderators or mediators that could reduce the harmful effects of POP at workplace outcomes. The purpose current study carries in itself is to explore the combined effects of perception of organizational politics and core self-evaluation on the work outcome of turnover intention.  The present research also focuses on the use of a moderator named as core self-evaluation in the relationship of perception of organizational politics and turnover intention. In our study a sample size of 100 respondents were taken from the health sector of 3rd largest city of Pakistan, named Faisalabad, through this study we want to explore the main effects that POP and CSE could have on turnover intention for this purpose self-administered surveys were conducted by using a questionnaire having a number of 27 items in it. In this research we analyzed the data by using SPSS software. As hypothesized, that Perceived organizational politics had a significant positive relationship with turnover intentions but the results for CSE were not significantly support the hypothesis. As hypothesized, negative relationship exists between perception of organizational politics and turnover intention was weaker when core self-evaluation was high.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riya Vinayak ◽  
Jyotsna Bhatnagar ◽  
Madhushree Nanda Agarwal
Keyword(s):  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Overqualification ◽  
The Relationship

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

scholarly journals The Impact of Transformational Leadership on Job Satisfaction and Employee Turnover Intentions: A Conceptual Review

2021 ◽  
Vol 124 ◽  
pp. 08005
Author(s):  
Evelyn Gan ◽  
Mung Ling Voon
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Working Environment ◽  
Future Research ◽  
Employee Turnover Intention ◽  
The Impact

All employees deserve a decent working environment in order to be productive in their work. High employee turnover has adverse effects on economic growth as companies incur additional costs and experience drop in productivity. Hence, identifying the factors that reduce employee turnover intention is in line with Sustainable Development Goals. This review paper aims to improve our understanding of the relationship between transformational leadership style and job satisfaction, and examines their impact on reducing employee turnover intention. The literature review has proved that transformational leadership and job satisfaction greatly influence an employee’s decision to leave or stay with his or her organisation. Based on the literature, this paper also provides recommendations for future research areas that would provide valuable information in helping organisations reduce employee turnover intention, and ultimately employee turnover.

scholarly journals Relationships between core self-evaluation, leader empowering behavior, and job security among Jordan University Hospital nurses

PLoS ONE ◽  
2021 ◽  
Vol 16 (11) ◽  
pp. e0260064
Author(s):  
Ali M. Sulaiman ◽  
Othman A. Alfuqaha ◽  
Thana A. Shaath ◽  
Rawan I. Alkurdi ◽  
Rahmah B. Almomani
Keyword(s):  
Educational Level ◽  
Pearson Correlation ◽  
Job Security ◽  
University Hospital ◽  
Hospital Nurses ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Self Evaluation ◽  
High Level ◽  
Core Self

Nurses are facing real stressors due to patients’ needs and leaders’ demands. The aim of this study is to explore the perceived level of core self-evaluation (CSE), leader empowering behavior (LEB), and job security among Jordan University Hospital nurses in Amman, the capital of Jordan. Furthermore, it investigates the relationship between the selected variables. Differences of gender, educational level, experience, and site of work are also examined with job security. Moreover, it evaluates the contribution of CSE, LEB, gender, educational level, experience, and site of work in predicting job security among Jordan University Hospital nurses. A descriptive cross-sectional design was adopted for this study. A convenience sample of 214 nurses from Jordan University Hospital was completed the CSE scale, LEB scale, and job security scale. Descriptive statistics, Pearson correlation coefficient, t-test, one-way analysis of variance, and stepwise regression were used to analyze the results. The results indicate that job security is found to be at high level, whereas LEB and CSE are found to be at moderate levels among nurses. Significant positive relationships are found between CSE, LEB, and job security. Male nurses and medical/surgical floors reported higher levels of job security than female nurses and intensive care units. Finally, the results show that LEB and gender are significant predictors of job security among nurses. We suggest that managers of nurses should apply leadership behaviors in order to increase their job security and career empowerment.

scholarly journals Service Quality Perception of Customers – a Study of Toyota Motors in India

2018 ◽  
Vol 9 (2) ◽  
pp. 311-323 ◽  
Author(s):  
Hasnan Baber
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Attrition Rate ◽  
Retail Sector ◽  
Policy Makers ◽  
Self Evaluation ◽  
Retail Organizations ◽  
Core Self ◽  
The Relationship ◽  
Moderating Role

Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

scholarly journals Effect of job involvement, organizational commitment and satisfaction on turnover intention: A research in the city of Antalya

Turizam ◽  
2020 ◽  
Vol 24 (4) ◽  
pp. 194-207
Author(s):  
Akın Aksu ◽  
Selin Arslan ◽  
Olcay Yardımcı ◽  
Fahrettin Kaya ◽  
Aytül Ergençiçeği
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Theoretical Perspective ◽  
Job Involvement ◽  
Decision Makers ◽  
Independent Variables ◽  
Tourism Sector ◽  
High Level ◽  
The City ◽  
Operational Aspects

Today like other establishments, touristic establishments are trying to survive under conditions of high-level competition among their rivals. The diversity aspect of jobs in touristic establishments needs analysis to determine operational aspects and outcomes. In this context, to sustain satisfaction and motivation of employees there are critical factors. In this paper, the possible relationships among job involvement, commitment, satisfaction and turnover intention levels of employees were investigated. As a result of the regression analysis, it was concluded that at least one of the independent variables of the model, which were job involvement, organizational commitment, and job satisfaction levels, had an impact on intention to turnover. The findings of the research are important both from theoretical and practical perspectives. From a theoretical perspective, this research shows the possible effect of job involvement, commitment, and satisfaction on turnover intention. From a practical perspective, the results would be of help for tourism sector professionals, researchers and decision makers.

scholarly journals Impact of Core-self Evaluation and Job Satisfaction on Turnover Intentions: a Study of Indian Retail Sector

2018 ◽  
Vol 9 (2) ◽  
pp. 292-310 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Attrition Rate ◽  
Retail Sector ◽  
Policy Makers ◽  
Self Evaluation ◽  
Retail Organizations ◽  
Core Self ◽  
The Relationship ◽  
Moderating Role

Attrition is the major problem in the Indian Retail Industry which experienced the attrition rate of 19.4% in FY 2016 according to KPMG Annual Compensation Trends Survey 2017-18. The focus of these organizations is to reduce turnover by focusing on the underlying factors leading to turnover intentions and actual turnover. The present study was conducted to explore the effect of job satisfaction and core self-evaluation on turnover intentions. The purpose of the study was also to see if core self-evaluation (CSE) moderates the relationship between job satisfaction and turnover intentions. The study was conducted using structured questionnaires for measuring the above-mentioned variables. The sample of the study was 347 salespersons from various retail organizations working in Delhi and NCR. Hierarchical multiple regression showed that both job satisfaction and CSE were negatively related to turnover intentions. Also, CSE was found to moderate the relationship between job satisfaction and turnover intentions such that the relationship was stronger for the employees with low core self-evaluation. The present study has important implications for policy makers in the retail sector. Managers should use strategies to increase job satisfaction in order to curb high attrition in this sector. They must be aware of the moderating role played by personality attributes in the relationship between job satisfaction and turnover intentions.

scholarly journals Retaining Talent: The Role of the Personal and Contextual Factors

2019 ◽  
Vol 8 (2) ◽  
pp. 33-53
Author(s):  
Talat Islam ◽  
Zeshan Ahmer ◽  
Naeem Mushtaq
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Job Complexity ◽  
Self Evaluation ◽  
Developmental Feedback ◽  
Core Self ◽  
Practical Implications

Earlier studies have focusedontheattitudinal and behavioral aspects of employee turnover. However, this study empirically investigates the contextual (i.e.job complexity, developmental feedback and perceived organizational support) and personal (i.e.proactive personality and core self-evaluations) aspectsin order toelucidate turnover intention among the private sector universities of Pakistan. The study used a questionnaire-basedsurvey that was circulated amongst thefaculty members of theprivate universities,and 758responses were usedfor the final data analysis. Moreover, the structural equation modelingwas appliedandrevealed thatcore self-evaluation, developmental feedback, job complexity and perceived organizational support are negatively associated with turnover intention. However, the element of proactive personality was found to haveanon-significantassociation with turnover intention.This study has theoretical and practical implications for universities and recruitment departments.

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