The Impact of Perceptions of Training on Employee Commitment and Turnover Intention: Evidence from Pakistan

To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. The objective of our study is to investigate relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. Later on we investigate relationship of affective commitment with employee turnover intentions. For this purpose questionnaire were considered as a tool to get responses from telecom and banking sector of Pakistan. Total 150 questionnaires were distributed and 123 useful questionnaires were received at a response rate of 82%. Statistical tools that used to analyze the relationships were Pearson moment quotient and linear regression. The result shows significant positive association of both training perceptions with affective commitment. The finding also shows significant negative association of affective commitment with employee turnover intention. This study helps managers to understand training-attitude-organizational performance relationship. Key Words: Training Perceptions, Affective Commitment, Turnover Intention, HR Practices

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Transformational leadership and employee turnover intention

World Journal of Entrepreneurship Management and Sustainable Development ◽

10.1108/wjemsd-02-2016-0008 ◽

2016 ◽

Vol 12 (3) ◽

pp. 243-266 ◽

Cited By ~ 14

Author(s):

Michael Asiedu Gyensare ◽

Olivia Anku-Tsede ◽

Mohammed-Aminu Sanda ◽

Christopher Adjei Okpoti

Keyword(s):

Transformational Leadership ◽

Turnover Intention ◽

Employee Turnover ◽

Structural Equation ◽

Affective Commitment ◽

Turnover Intentions ◽

Bootstrap Analysis ◽

Content Type ◽

Employee Turnover Intention ◽

The Impact

Purpose – The purpose of this paper is to investigate the impact of transformational leadership on employee turnover intention through the mediating role of affective commitment. Design/methodology/approach – The study examines conceptual relationships in the Ghanaian context, based on structural equation modelling with maximum likelihood estimation, using sample employees from the private sector organizations. In addition, the mediation analysis is conducted with Sobel’s test and 95 per cent CI bootstrap analysis. Findings – The study shows that affective commitment would decline workers’ quitting intention and serves to promote a degree of trust and willingness to follow their leaders’ philosophy, ideology, vision and guidance in the organization. Hence, affective commitment fully mediates the relationship between transformational leadership and employee turnover intention. Practical implications – To help lessen employees quitting intentions, both middle and top-level managers should endeavour to create an atmosphere of trust, admiration, loyalty and respect for their employees. Originality/value – Overall it is shown that affective commitment was the mechanism through which transformational leadership influences employees’ turnover intentions in the SLCs in Ghana.

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Impact of Psychological Contract Fulfillment on Employee Outcomes: Mediating Role of Affective Commitment

Pakistan Journal of Psychological Research ◽

10.33824/pjpr.2020.35.4.41 ◽

2020 ◽

Vol 35 (4) ◽

pp. 753-767

Author(s):

Tehmeena Shafqat ◽

Rabia Mushtaq

Keyword(s):

Psychological Contract ◽

Turnover Intention ◽

Employee Turnover ◽

Affective Commitment ◽

Banking Sector ◽

Turnover Intentions ◽

Negative Relationship ◽

Employee Outcomes ◽

Psychological Contract Fulfillment ◽

Employee Turnover Intentions

This research examine the effect of psychological contract fulfillment on employee outcomes including employee turnover intentions and employee constructive voice behaviors; whereas affective commitment was utilized as a mediator to examine the intensity of its effect on the relationship among psychological contract fulfillment and employee outcomes. The convenience sampling method was used. Data was gathered through onsite administration of a survey from individuals working in banking sector of Pakistan. The Psychological Contract Fulfillment Scale (Conway & Briner, 2002), Affective Commitment Scale (Meyer, Allen, & Smith, 1993), Employee Turnover Intentions Scale (Kuvaas, 2006) and Employee Constructive Voice Behaviors Scale (Van Dyne & Lepine, 1998) were used. The findings depict psychological contract fulfillment had negative relationship with employee’s turnover intention whereas it was positively linked with employee’s constructive voice behaviors. Further results revealed affective commitment significantly mediate relationship between psychological contract fulfillment and employee outcomes such that fulfillment of psychological contract positively contributes towards affective commitment levels among workforce which eventually increases constructive voice behaviors and lower turnover intentions among employees within an organization.

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Factor Do Influencing Turnover Intention: Intervening Effect of Compensation Policy Decision

Review of Education, Administration & LAW ◽

10.47067/real.v4i2.149 ◽

2021 ◽

Vol 4 (2) ◽

pp. 365-379

Author(s):

Kashif Amin Butt ◽

Zafar Mueen Nasir

Keyword(s):

Organizational Performance ◽

Turnover Intention ◽

Turnover Intentions ◽

Policy Decision ◽

Positive Influence ◽

Second Phase ◽

Compensation Policy ◽

Organizational Problem ◽

Telecom Sector ◽

The Impact

The current research examines the effects of external and internal factors on the decisions related to the compensation policy subsequently influence turnover intentions of Telecom sector employees of Pakistan. The study was conducted in two phases. In the first phase, the factors effecting the compensation policy decision are generated through an extensive review of literature. This exhaustive list was tested through a rigorous process of a number of iterations of finding the most valued and considered factors in Pakistani telecom sector. This process was done with the top tier management including the human resource practitioners, as these are the people who significantly contribute in developing and finalizing decisions on the policy relating to compensation. For meeting with the objectives of current study, second phase consisted on identification of the impact of such decisions was tested on employee’s turnover intentions. The results were significant giving an understanding that the organizations who consider the most critical internal and external factors effecting decisions related with compensation policy, will ultimately craft such a policy, which is having a positive influence on the motivation of employee to continue working with the organization. So, this will solve the major organizational problem of retaining the productive employees and hence getting a sustainable organizational performance.

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

SHS Web of Conferences ◽

10.1051/shsconf/202112408005 ◽

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.

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Investigating the impact of workplace bullying on employees’ morale, performance and turnover intentions in five-star Egyptian hotel operations

Tourism and Travelling ◽

10.21511/tt.1(1).2017.01 ◽

2017 ◽

Vol 1 (1) ◽

pp. 4-14

Author(s):

Ashraf Tag-Eldeen ◽

Mona Barakat ◽

Hesham Dar

Keyword(s):

Organizational Performance ◽

Work Performance ◽

Workplace Bullying ◽

Turnover Intentions ◽

Organizational Outcomes ◽

Business Environment ◽

Working Environment ◽

Healthy Working ◽

Employees Satisfaction ◽

The Impact

In today’s competitive business environment, human resources are one of the most critical assets particularly for service-focused organizations. Consequently, employees’ morale has become invaluable for maintaining outstanding organizational performance and retaining employees. One of the most important factors which may affect employees’ satisfaction is workplace bullying from employers and colleagues at large. It is considered a negative and unethical issue which may degrade, humiliate and create a risk to a healthy working environment. Therefore, the main objective of this research is to investigate the extent to which workplace bullying may affect the organizational outcomes of a sample of five-star hotels in Egypt. Two questionnaires were distributed among the subjects of the sample; bell desk staff, kitchen stewards and head departments. The results of this research confirmed that there is a correlation between workplace bullying, employees’ morale and turnover intentions but, showed no correlation between workplace bullying and employees’ work performance.

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Preceding to Employee Satisfaction and Turnover Intention

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v4i3.5876 ◽

2014 ◽

Vol 4 (3) ◽

pp. 87 ◽

Cited By ~ 1

Author(s):

Muhammad Rizwan ◽

Ahsan Mukhtar

Keyword(s):

Turnover Intention ◽

Employee Turnover ◽

Employee Satisfaction ◽

Employee Empowerment ◽

Satisfaction Level ◽

Workplace Environment ◽

Relationship Of ◽

The Impact ◽

The Relationship

As different research and studies have been conducted for the sake of understanding the concept of employee satisfaction but still organizations are incapable to find those factors that affect mostly on Satisfaction level of Employee. The main purpose of this research is to sort out those factors with intensity that mostly effect employee Satisfaction. Particularly, we took workplace environment, employee empowerment and pay & promotion as the main variables to check their impact on employee satisfaction and further the impact of employee satisfaction on employee turnover. A questionnaire was developed for the purpose of collecting data to understand the level of employee satisfaction in different organizations. Convenient sampling was used to collect the data and 150 questionnaires were filled from the employees of different sectors. Statistically, the relationship of employee empowerment and workplace environment with employee satisfaction has significant results, but the relationship between pay and promotion and employee satisfaction was somewhat insignificant. Moreover, there was a significant effect of employee satisfaction on turnover intention of employees. This study will help the organizations to understand completely about the satisfaction level of employees and how they can motivate their employees to perform their job efficiently and effectively.

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An Empirical Analysis of Work Overload, Organizational Commitment and Turnover Intentions among Employees of Banking Sector

Journal of Business and Social Review in Emerging Economies ◽

10.26710/jbsee.v6i2.1225 ◽

2020 ◽

Vol 6 (2) ◽

pp. 781-788

Author(s):

Qasim Shahzad ◽

Bahadar Shah ◽

Muhammad Waseem ◽

Hazrat Bilal

Keyword(s):

Organizational Commitment ◽

Organizational Performance ◽

Turnover Intention ◽

Banking Sector ◽

Turnover Intentions ◽

Pearson Correlation ◽

Behavioral Outcomes ◽

Critical Factor ◽

Decision Makers ◽

Work Overload

The work overload is often considered as the most critical factor which effects the employees’ commitment and turnover intention toward organization, therefore, the current study aims to evaluate effects of Work Overload (WO) on Organizational Commitment (OC) and Turnover Intentions (TOI) of employees. The data was collected from 296 employees of selected banks. The data was assessed through Pearson Correlation and Regression equation. It was found that work overload negatively influenced organizational commitment while positively affects employees’ turnover intentions. The findings of this study can help the decision makers to effectively manage employees’ workload and to improve organizational commitment and reduce employees’ turnover intentions. Such type of behavioral outcomes has the potential to augment organizational performance.

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PENGARUH WORK LIFE POLICIES, WORK LIFE CONFLICT, JOB STRESS, DAN LONELINESS TERHADAP TURNOVER INTENTIONS PADA SEBUAH UNIVERSITAS SWASTA DI KOTA BATAM

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v9i2.2233 ◽

2018 ◽

Vol 9 (2) ◽

pp. 299

Author(s):

Hielvita Ludiya

Keyword(s):

Organizational Performance ◽

Job Stress ◽

Turnover Intention ◽

Turnover Intentions ◽

Work Life ◽

Full Time ◽

New Employees ◽

Managerial Implications ◽

The Impact ◽

Work Life Conflict

Turnover intention has been an important issue in any organization; management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. This study aims to examine the impact of work life policies, work life conflict, job stress dan loneliness on turnover intentions at a private university in Batam. A total of 101 completed responses were collected in the survey. The sampling method in this research is done with the approach of non-probability sampling with the convinience sampling. The data analysis technique used was the technique of multiple regression analyisis. The findings of this research showed that work life policies and job stress have negative and significant impact on turnover intentions. Work life conflict and loneliness have positive and significant impact on turnover intentions. The managerial implications of this research have several limitations such as taking only one university and some faculties of full time lecturer which become the object of research. Moreover, researcher was not able to spend a lot of time at the organisation for collecting the data from the respondents. This research suggest that further investigation needs to be expanded by taking some of the objects that are similar research at the education industry or other industries, and by increasing the sample size to improve the results of consistency.

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Entrepreneurial Leadership and Turnover Intention in Startups: Mediating Roles of Employees’ Job Embeddedness, Job Satisfaction and Affective Commitment

Sustainability ◽

10.3390/su11041101 ◽

2019 ◽

Vol 11 (4) ◽

pp. 1101 ◽

Cited By ~ 5

Author(s):

Juan Yang ◽

Bo Pu ◽

Zhenzhong Guan

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Affective Commitment ◽

Turnover Intentions ◽

Job Embeddedness ◽

Entrepreneurial Leadership ◽

The Sustainable Development ◽

In Series ◽

The Impact ◽

The Relationship

Entrepreneurial leadership is critical for the sustainable development of start-ups and plays a key role in employees’ turnover intentions. The purpose of this study was to examine the relationship between entrepreneurial leadership and turnover intentions of employees within enterprises established in the last five years. This paper explored this relationship through multiple serial mediators, specifically, employee affective commitment, job embeddedness, and job satisfaction. A quantitative approach was employed on a sample of 403 participants from 62 ventures. The results demonstrated that entrepreneurial leadership can reduce employee turnover intentions, and the impact is through job embeddedness, job satisfaction, and affective commitment, in series. This study is the first try of a three-serial-mediator model for the relationship between entrepreneurial leadership and turnover intentions, and it leads to a better understanding of the significance of entrepreneurial leadership.

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Impact of Compensation Packages on Turnover Intentions with mediating effect of Organizational Culture

International Journal of Management Excellence ◽

10.17722/ijme.v11i2.1004 ◽

2018 ◽

Vol 11 (2) ◽

pp. 1559-1562

Author(s):

Rataba Rana ◽

Muhammad Shaukat Malik

Keyword(s):

Organizational Culture ◽

Significant Relationship ◽

Employee Turnover ◽

Research Finding ◽

Banking Sector ◽

Turnover Intentions ◽

Mediating Effect ◽

Intention To Quit ◽

Compensation Packages ◽

The Impact

This study aims to determine and examine impact of Compensation Packages on employee’s turnover intentions with mediating effect of organizational culture. It has utilized a quantitative survey through the use of a questionnaire to empirically test the impact of the Compensation Packages on turnover intentions of employees with mediating effect of organizational culture. A total of 300 questionnaires were distributed and results were evaluated through primary and secondary data.The research finding reflects that the Compensation Packages are vital to reduce the employee turnover intentions at workplace. This research has identified the mechanism through which a favorable Compensation Packages system can be justified for employees so as to avoid high rates of turnover. The results clearly show that, with reference to Pakistan’s banking sector, organizational culture has a very significant relationship with Compensation Packages, as well as an employees’ intention to quit.

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