scholarly journals The Relationship between Person Organization Fit, Person-Job-Fit and Turnover Intention in Banking Sector of Pakistan: The Mediating Role of Psychological Climate

2012 ◽  
Vol 2 (3) ◽  
pp. 172 ◽  
Author(s):  
Masoodul Hassan ◽  
Ammara Akram ◽  
Sana Naz
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Banking Sector ◽  
Negative Relationship ◽  
Psychological Climate ◽  
Job Fit ◽  
Mediating Role ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship

In last few decades, employees’ job related attitudes and behaviors have remained topics of considerable interest in the fields of organizational behavior and human resource management. This study aims to explore the impact of person-organization-fit and person-job-fit on employee turnover intention while considering psychological climate as a mediating variable. Sample for this research is consisted of 260 employees from top five commercial banks of large cities of Pakistan. SPSS 17 is used for analyzing the data. Correlation and regression analysis is used to test the direct and mediating relationship between key variables. Results indicate that both person-organization-fit and person-job-fit have negative relationship with turnover intention. Psychological climate partially mediates the relationship between person-organization-fit and turnover intention while fully mediates the relationship between person-job-fit and turnover intention.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

scholarly journals The Effects of Person–Organization Fit and Turnover Intention on Employees’ Creative Behavior: The Mediating Role of Psychological Ownership

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110669
Author(s):  
Ahmet Cengiz Ucar ◽  
Lutfihak Alpkan ◽  
Meral Elci
Keyword(s):  
Turnover Intention ◽  
Potential Role ◽  
Psychological Ownership ◽  
Western Anatolia ◽  
Creative Behavior ◽  
Mediating Role ◽  
The One ◽  
Person Organization Fit ◽  
The Relationship

Some recent studies have examined the behavioral antecedents of employees’ creative behavior. However, the potential role of psychological ownership is rarely taken into consideration. This study specifically examines the mediating role of psychological ownership in the relationship between person–organization (P–O) fit and turnover intention on the one hand and employees’ creative behavior on the other via a survey in Turkish organizations. Findings based on the data from 969 employees in Istanbul and Western Anatolia indicate that P–O fit is positively related and turnover intention negatively related to both psychological ownership and creative behavior, and that psychological ownership plays a full mediating role in these relations. Psychological ownership has a central role in employees’ creative behavior; it should thus be augmented together with its antecedents if managers wish to foster creative behaviors among their employees.

scholarly journals The Mediating Role of Person-Job Fit between Person-Organisation Fit and Intention to Leave the Job: Empirical Evidence from Pakistan

2020 ◽  
Vol 12 (19) ◽  
pp. 8189
Author(s):  
Roselina Ahmad Saufi ◽  
Nur Naha Abu Mansor ◽  
Abdul Samad Kakar ◽  
Harcharanjit Singh
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Intention To Leave ◽  
Faculty Members ◽  
Future Research ◽  
Job Fit ◽  
Mediating Role

The turnover of faculty members is a pressing problem that has adversely affected the performance and productivity of higher education institutions. The purpose of this study is to examine the direct effect of person-organisation fit (POF) and person-job fit (PJF) on faculty members’ turnover intentions. Furthermore, the study explores the mediating role of PJF between POF and turnover intention. Data collected from faculty members of public sector colleges (n = 250) were analysed using partial least squares structural equation modelling. The results, contrary to our expectations, revealed that POF is not a significant predictor of faculty turnover intention. However, the results provided support for the negative relationship between PJF and turnover intention. Additionally, as predicted, the results confirmed that PJF mediates the relationship between POF and turnover intention. The findings also revealed that the reliability and validity of the adopted/adapted scales change in the context of different countries and organisational settings. The theoretical and practical implications, research limitations and directions for future research are provided.

scholarly journals The Impact of Perceived Training Utility on Transfer of Training: The mediating role of Motivation to Transfer

2018 ◽  
Vol 6 (1) ◽  
pp. 7-12
Author(s):  
Kamran Iqbal ◽  
◽  
Muhammad Arif ◽  
Muhammad Zahid ◽  
◽  
...  
Keyword(s):  
Transfer Of Training ◽  
Banking Sector ◽  
Cognitive Theory ◽  
Training Data ◽  
Mediating Role ◽  
Motivation To Transfer ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

The purpose of this study was to examine the mediating role of motivation between the relationship of perceived training utility and transfer of training. Data were obtained from 215 employees working in the banking sector. SPSS and AMOS statistical software were used to test the hypothesized model. Consistent with social cognitive theory, results suggested a significant positive relationship of perceived training utility with motivation to transfer and transfer of training. The results further revealed that the relationship between perceived training utility and transfer of training had an indirect effect via Motivation to transfer. This study has made a significant theoretical contribution to the literature by exploring the mechanism through which perceived training utility affects transfer of training. This study will help HRD professionals to understand the importance of perceived training utility in transfer of training.

scholarly journals The Relationship Between Ostracism and Turnover Intention: Role of Commitment as a Mediator

2018 ◽  
Vol III (IV) ◽  
pp. 389-399
Author(s):  
Nazim Ali ◽  
Zahid Ali ◽  
Adnan Khan
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Significant Positive Relationship ◽  
Mediating Role ◽  
Significant Negative Relationship ◽  
Basic Objective ◽  
Teaching Faculty ◽  
The Relationship

The basic objective of this study is to examine the mediating role of OC between WO and TI among the teaching faculty of universities of KP, Pakistan. Data were collected via questionnaires from 207 teachers. SPSS and Amos were used to analyze the data. The results revealed a significant positive relationship between WO and turnover intention, while a significant negative relationship between WO and OC and between OC and TI was confirmed. The results also revealed a significant partial mediation of OC between WO and turnover intention.

scholarly journals Making Leaders’ and Followers’ Relationship Sustainable: The Impact of Leaders’ Behavioral Integrity on Employees’ Voice in the Banking Sector of Pakistan

2021 ◽  
Vol 13 (21) ◽  
pp. 11733
Author(s):  
Mubasher Javed ◽  
Amna Niazi ◽  
Yasuo Hoshino ◽  
Hamid Hassan ◽  
Mujahid Hussain
Keyword(s):  
Banking Sector ◽  
Psychological Safety ◽  
Business Managers ◽  
Cross Sectional ◽  
Mediating Role ◽  
Individual Trait ◽  
New Perspective ◽  
The Impact ◽  
The Relationship ◽  
Empirical Analyses

The behavioural integrity of leaders is not only an individual trait that can earn them respect in their personal capacity, but it also may positively affect their followers and ultimately improve the organization’s effectiveness in a variety of ways. The relationship between behavioural integrity and employees using their voice has been studied by researchers through multiple aspects. This study brings a new perspective in this discussion by investigating the effect of leaders’ behavioural integrity on employees’ voice both directly and through the mediating roles of psychological safety and trust in the leader. The cross-sectional data of 384 employees collected from the banking sector in Pakistan is used to shed light on this new perspective in the relationship between the behavioural integrity of a leader and employees’ comportment in using their voice. The results of the empirical analyses support the direct effect of the behavioural integrity of leaders on employees’ voice. A significant mediating role of psychological safety and trust is also supported in the empirical analyses. The findings of the study bear important implications for leaders and business managers working in companies by providing insight on the importance of behavioural integrity of leaders in encouraging employees to have a voice in organizations.

Reluctant to Speak? The Impact of Supervisor Narcissism on Employee Prohibitive Voice

2018 ◽  
Vol 46 (10) ◽  
pp. 1713-1726
Author(s):  
Zhi-Hui Ding ◽  
Hua-Cheng Li ◽  
Lei Quan ◽  
Hua-Qiang Wang
Keyword(s):  
Social Exchange ◽  
Negative Relationship ◽  
Negative Influence ◽  
Employee Voice ◽  
Executive Staff ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship ◽  
Prohibitive Voice

We constructed a research model based on the social cognitive and social exchange theories to investigate the relationship between supervisor narcissism and employee prohibitive voice. We focused on the mediating role of employee voice efficacy and the moderating role of supervisor–subordinate guanxi. We recruited enterprise employees in China and their direct supervisors (231 supervisor–subordinate dyads) as participants, who completed a 2-wave survey. The results showed a significantly negative relationship between supervisor narcissism and employee prohibitive voice, and the relationship was mediated by employee voice efficacy. Supervisor–subordinate guanxi negatively moderated the relationship between supervisor narcissism and employee voice efficacy. Thus, organizational executive staff should manage conditions to reduce the negative influence of supervisor narcissism, thereby promoting employee prohibitive voice.

Hierarchical plateau and turnover intention of employees at the career establishment stage

2016 ◽  
Vol 21 (5) ◽  
pp. 518-533 ◽  
Author(s):  
Baoguo Xie ◽  
Xun Xin ◽  
Guanglin Bai
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Survey Method ◽  
Hierarchical Regression ◽  
Job Fit ◽  
Negative Effects ◽  
Content Type ◽  
Mediating Role ◽  
Theory Of Work Adjustment ◽  
The Relationship

Purpose Applying the theory of work adjustment (TWA), the purpose of this paper is to investigate whether the effect of hierarchical plateau on the turnover intention of employees at the career establishment stage is mediated by job satisfaction and moderated by person-job fit. Design/methodology/approach A survey method was used and data were collected from 248 Chinese employees at the career establishment stage. Hierarchical regression analysis and moderated mediation analysis were used to test the hypotheses. Findings The results demonstrated that hierarchical plateau was positively related to the turnover intention of employees at the career establishment stage and that job satisfaction played a mediating role in the relationship. Person-job fit moderated the relationship between hierarchical plateau and job satisfaction, and the indirect effect of hierarchical plateau on turnover intention via job satisfaction. Originality/value This research offers new insights into the links between hierarchical plateau and employees’ work attitudes and withdrawal behaviour within the TWA. The results suggest that managers can lessen the negative effects of hierarchical plateau on employees’ attitudes and withdrawal behaviour by improving employees’ overall person-job fit.

scholarly journals Impact of Transformational Leadership on Job Satisfaction & Turnover Intention, Moderating Role of Organizational Culture: A Study of Banking Sector in Pakistan.

2015 ◽  
Vol 03 (01) ◽  
pp. 01-07
Author(s):  
Nazia Parveen ◽  
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Leadership Style ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Banking Sector ◽  
Citizenship Behavior ◽  
The Impact ◽  
The Relationship

The aim of this study was to find out the impact of Transformational Leadership Style on job satisfaction and turn over intention moderated by organizational culture in the banking sector of Pakistan. Data was collected from 135 working employees of two foreign and seven local banks of Pakistan. Results indicated that transformational leadership had a positive and significant impact on job satisfaction, while turnover intention was not directly affected by transformational leadership. Results also indicated that organizational culture did not moderate the relationship between transformational leadership and job satisfaction, but the combined effect of transformational leadership and existing organizational culture reduce the turnover intention of employees in the banking sector of Pakistan.and organizational citizenship behavior, and doesn’t moderate the relationship between PCB-Affective Commitment and PCB- Job Satisfaction.

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