scholarly journals The link between talent management, organizational commitment and turnover intention: A moderated mediation model

2021 ◽  
pp. 2011-2020
Author(s):  
Khairieh Abu Dayeh ◽  
Panteha Farmanesh
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Talent Management ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Employee Outcomes ◽  
Moderated Mediation Model

It has been suggested that talent management (TM) has a direct and significant relationship with a number of employee outcomes. This is while the number of studies examining the process of TM leading to these outcomes are limited. Therefore, the main purpose of this study is to present a new model for analyzing processes of TM and its linkage with several employee and organizational outcomes that are organizational commitment and turnover intentions. Additionally, the present paper involves a mediating factor (P-O fit) alongside a moderating variable that is, Organizational Culture. A sample of 510 employees were selected from different banks located in Amman, Jordan. Mediation and moderation models were tested through structural equation modeling (SEM). The findings, being in consensus with previous studies, showed that TM has a linkage with both TI and Organizational Commitment. Mediating effect of P-O fit was shown with both aforementioned variables. In addition, the moderation effect of organizational culture on the relationship between TM and TI was found. The study contributes to the literature of the topic by providing a fit model to explain the linkage of TM and a number of organizational and employee outcomes. Bank managers can benefit by being aware and implying TM practices within their firms to further develop company advancements and attending to their employees based on new HRM trends.

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

2020 ◽  
Vol 12 (3) ◽  
pp. 954 ◽  
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.

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.

scholarly journals DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE

2020 ◽  
Vol 2 (2) ◽  
pp. 212-230
Author(s):  
Nazifah Husainah ◽  
Harries Madiistriyatno
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Career Development ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Managerial Implication ◽  
Employee Turnover Intention

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention.  The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents.  The research method used in this research is descriptive and explanatory survey methods.  The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%.  Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment.  Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%.  Partially, organizational commitment has the most dominant influence on employee turnover intentions.  The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention.  The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development.  employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.

scholarly journals The Involvement of Sustainable Talent Management Practices on Employee’s Job Satisfaction: Mediating Effect of Organizational Culture

2021 ◽  
Vol 13 (23) ◽  
pp. 13320
Author(s):  
Racha Saleh ◽  
Tarik Atan
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Management Practices ◽  
Positive Impact ◽  
Talent Management ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Public And Private

As institutions operate in a competitive market, there are always unexpected changes and difficulties that complicate academic and administrative positions and achieve key organizational goals and objectives. This paper aimed to assess the link of sustainable talent management practices on employee job satisfaction in the higher education sector located in North Lebanon and to reinforce this relationship by taking into account the mediating effect of the organizational culture. A structured questionnaire has been distributed to study a research sample of 200 randomly selected workers from ten public and private Lebanese institutions. Structural equation modeling was used to assess the presented hypotheses. The findings indicated a strong and significant positive relationship between the sustainable talent management practices and employee’s job satisfaction, whereas organizational culture had a mediation effect on the relationships between independent variables, with a statistically significant positive impact, and a statistically significant negative indirect effect relationship between knowledge sharing and employee’s job satisfaction. The study engages a fit model to clarify the relationship between sustainable talent management practices and employee’s job satisfaction. Hence, the study encourages organizations to take advantage of sustainable talent management practices within their institutions to further develop their competitive achievement along with the satisfaction of their employees.

Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator

2017 ◽  
Vol 121 (2) ◽  
pp. 375-392 ◽  
Author(s):  
Melinde Coetzee ◽  
Jeannette van Dyk
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Workplace Bullying ◽  
Social Cognitive ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
High Turnover ◽  
Cross Sectional

Employees’ turnover intentions may entail expensive consequences for companies. The study examined the mediating effect of work engagement in the relationship between workplace bullying and turnover intention. Using a cross-sectional sample of 373 employees, structural equation modeling and mediation analysis showed that perceptions of work- and person-related bullying were linked to low levels of vigor and dedication which in turn were associated with high turnover intention. Work engagement partially mediated the effect of high workplace bullying on high turnover intention. The results were interpreted from a social cognitive perspective and recommendations for practice were made.

scholarly journals Impacts of Employee Empowerment and Organizational Commitment on Workforce Sustainability

2021 ◽  
Vol 13 (6) ◽  
pp. 3163
Author(s):  
William C. Murray ◽  
Mark R. Holmes
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Intention To Leave ◽  
Lodging Industry ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
Emotional Commitment ◽  
Hospitality Sector

Building and maintaining a sustainable workforce in the hospitality sector, where demand for talent consistently exceeds supply across the globe, has only been exacerbated by COVID-19. The need to sustain this workforce behooves the industry to unpack core drivers of employee commitment in order to retain top talent. This paper explores how dimensions of employee empowerment increase organizational commitment and, in turn, reduce turnover intention—leading to a more sustained workforce. Drawing on the results of 346 surveys within the Canadian lodging industry, structural equation modeling was undertaken to examine the influence of empowerment on organizational commitment and organizational commitments influence on turnover intention. Findings suggest that the development of meaning through employee empowerment, particularly when the ideals and standards between workers and their organization are aligned, creates a strong emotional commitment which appears to strongly reduce an employee’s intention to leave. Feelings of emotional connection or duty towards an organization show clear positive relationships with reduced intentions to leave. For an industry struggling with higher-than-average turnover intention and labour costs, focusing on creating work with meaning, and instilling a sense of belonging in the workforce will enable organizations to reduce their employee’s turnover intentions.

scholarly journals Pengaruh Stress Kerja dan Kesempatan Promosi terhadap Komitmen Organisasional dan Turnover Intention Karyawan

2020 ◽  
pp. 195-216
Author(s):  
Devia Lorensa, ◽  
Sukisno Slamet Riadi, ◽  
Dirga Lestari,
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Work Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Equation Modeling ◽  
Analysis Method ◽  
Negative Impacts

This study aims to analyze the effect of work stress and promotion chance towards organizational commitment and turnover intention of employees in Samarinda pos. Data collection was carried out using questionnaires. The data analysis method uses analysis tools named structural equation modeling (SEM-Smart Pls). The result showed that the work stress had a negative impact on organizational commitment, same as promotion chance and organizational commitment that showed negative impacts toward turnover intentions. In contrast, positive impacts are shown by promotion chance towards organizational commitment and work stress toward the turnover intention. Keywords: Work Stress, Promotion, Organizational Commitment, Turnover Intention ABSTRAK Penelitian ini bertujuan untuk menganalisis pengaruh stress kerja dan kesempatan promosi terhadap komitmen organisasional dan turnover intention karyawan samarinda pos. Pengumpulan data dilakukan dengan menggunakan kuisioner. Metode analisis data menggunakan alat analisis struktural equation modeling atau SEM-Smart Pls. Hasil penelitian menunjukan hubungan negatif antara stress kerja terhadap komitmen organisasional, sama dengan yang ditujukan oleh kesempatan promosi dan komitmen organisasional terhadap turnover intention. Lalu variabel yang menunjukan hubungan positif adalah variabel kesempatan promosi dan stress kerja terhadap Turnover Intention. Kata kunci: Stress kerja, Promosi, Komitmen organisasional, Turnover intention

scholarly journals The effects of abusive supervision, emotional exhaustion and organizational commitment on cyberloafing: a moderated-mediation examination

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Pang Kiam Lim ◽  
Kian Yeik Koay ◽  
Wei Ying Chong
Keyword(s):  
Organizational Commitment ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model

PurposeCyberloafing (employees' non-work-related online activities at work) has become a common workplace problem for many organizations. Research investigating the underlying mechanisms and boundary conditions under which abusive supervision influences cyberloafing remains largely underdeveloped. Drawing from social exchange theory and conservation of resources theory, we developed a moderated-mediation model in which emotional exhaustion was theorized as a unique mechanism underlining why employees are more likely to engage in cyberloafing under the supervision of abusive leaders. In addition, we proposed that organizational commitment to be a relevant boundary condition to influence such a relationship.Design/methodology/approachWe collected 255 data from employees working in public listed companies in Malaysia and used partial least squares structural equation modeling (PLS-SEM) to analyze the data.FindingsThe results showed that the influence of abusive supervision on cyberloafing through emotional exhaustion is only significant when organizational commitment is low.Originality/valueThis study constructed a moderated-mediation model by introducing the potential mediating effect of emotional exhaustion and the moderating effect of organizational commitment to reveal the mechanism through which abusive supervision related to cyberloafing.

scholarly journals Occupational Health and Safety and Turnover Intention in the Ghanaian Power Industry: The Mediating Effect of Organizational Commitment

2019 ◽  
Vol 2019 ◽  
pp. 1-10
Author(s):  
Suxia Liu ◽  
Emmanuel Gyabeng ◽  
Gilbert Joshua Atteh Sewu ◽  
Nana Kwame Nkrumah ◽  
Bright Dartey
Keyword(s):  
Organizational Commitment ◽  
Occupational Health ◽  
Turnover Intention ◽  
Structural Equation ◽  
Health And Safety ◽  
Sampling Technique ◽  
Occupational Health And Safety ◽  
Power Industry ◽  
Mediating Effect ◽  
Equation Modeling

This study aimed at investigating the effect of occupational health and safety (OHS) on employee’s turnover intention (TI) with the mediating effect of organizational commitment (OC) in the Ghanaian power industry. Methods. With stratified sampling technique, 350 participants were selected to participate in the study with standardized quantitative questionnaires to measure the variables involved in the study and SmartPLS 3-structural equation modeling technique to analyze the data. Results. The results showed that (1) occupational health and safety and turnover intention are negatively related (β = 0.245, p<0.05); (2) there exists a positive relationship between occupational health and safety and organizational commitment (β = 0.820, p<0.05); (3) organizational commitment and turnover intention are negatively related (β = 0.640, p<0.05); and (4) organizational commitment significantly mediates the relationship between occupational health and safety and turnover intention (indirect effect = −0.53 and direct effect = −0.25, p<0.05). Conclusion. Employees satisfied with the health and safety system of their organization tend to be committed to their organization and have low turnover intention, and vice versa.

Sign in / Sign up

Export Citation Format

Share Document