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.

scholarly journals Effect of Perceived Organizational Politics and Core Self Evaluation on Job Satisfaction

2014 ◽  
Vol 6 (3) ◽  
pp. 146-155
Author(s):  
Mehwish Javed ◽  
Inamul Haq . ◽  
Milha Shabir .
Keyword(s):  
Job Satisfaction ◽  
Health Sector ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Self Evaluation ◽  
Significant Negative Relationship ◽  
Perception Of Organizational Politics ◽  
Relationship Of ◽  
Core Self ◽  
The Relationship

Many studies explore the effect of perception of organizational politics on job satisfaction but a very few investigate for the factors that are salient to this relationship. Perceptions of politics have been considered to be a source of stress at workplace which has detrimental consequences on the desired outcomes. Current study aims to explore the effects of perception of organizational politics (POP) and core self-evaluation (CSE) on employee job satisfaction. The present research also examines core self-evaluation as a moderator in the relationship between perception of organizational politics and job satisfaction. With a sample size of 100 respondents drawn from the health sector of 3rd largest city of Pakistan, named Faisalabad, the current study tested the main effects of POP and CSE on job satisfaction by using a self-administered survey having a total of 30 items. For analyzing the data, SPSS was used. As hypothesized, results show that perceived organizational politics had a significant negative relationship with job satisfaction but the results for CSE were not significant. Furthermore, CSE moderated the relationship of POP and job satisfaction, such that the negative relationship between perception of organizational politics and job satisfaction was weaker when core self-evaluation was high.

scholarly journals Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance

2012 ◽  
Vol 40 (7) ◽  
pp. 1813-1830 ◽  
Author(s):  
Muhammad Abbas ◽  
Usman Raja ◽  
Wendy Darr ◽  
Dave Bouckenooghe
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Organizational Politics ◽  
And Performance ◽  
Relationship Of ◽  
Main Effects ◽  
Rated Performance

With a diverse sample (N = 231 paired responses) of employees from various organizations in Pakistan, the authors tested for the main effects of perceived organizational politics and psychological capital on turnover intentions, job satisfaction, and supervisor-rated job performance. They also examined the moderating influence of psychological capital in the politics–outcomes relationships. Results provided good support for the proposed hypotheses. While perceived organizational politics was associated with all outcomes, psychological capital had a significant relationship with job satisfaction and supervisor-rated performance only. As hypothesized, the negative relationship of perceived organizational politics with job satisfaction and supervisor-rated performance was weaker when psychological capital was high. However, the result for turnover intentions was counter to expectations where the politics–turnover intention relationship was stronger when psychological capital was high.

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).

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

scholarly journals Work-pressure, job-satisfaction and turnover intentions among health managers in Serbia

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
M Šantrić Milićević ◽  
M Gačević ◽  
N Milić ◽  
J Filipović ◽  
J Todorovic ◽  
...  
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Health Sector ◽  
Work Pressure ◽  
Female Nurse ◽  
High Work ◽  
Very High ◽  
Health Managers

Abstract Background Rationalization, freezing of salaries and additional taxation of salaries above a certain amount have marked the reform of the public health sector in Serbia in 2014/15. Health managers bear responsibility for success in reform activities, and improvement of subordinates’ job satisfaction and health care quality with constrained resources. This study explored factors associated with work-pressure, turnover intentions and job satisfaction among health managers in 323 public health institutions in Serbia. Methods Data of the 2015 job satisfaction survey of the Ministry of Health and the Serbian Public Health Institute were used to carry out a secondary analysis. Logistic regression was applied, including factors such as age, gender, occupation (doctors, nurses, other health workers, healthcare associates and non-medical managers), workplace, work-conditions’ satisfaction, general job satisfaction, and turnover intention in relation to work-pressure of 7818 health managers (response rate was 91.5%). Results Almost 39.5% of the health managers experienced high/very high work-pressure (p < 0.001), 51.2% were dissatisfied (p < 0.001), and 23.7% had turnover intention outside the health sector/country (p < 0.001). High/very high work-pressure positively correlated with health managers of secondary (Odds Ratio-OR =1.37, p < 0.001) and tertiary care institution (OR = 1.72, p < 0.001), female sex (OR = 1.19, p = 0.004), younger than 55 years of age (OR = 1.26, p < 0.001), and nurses (OR = 1.13, p = 0.024). Other factors showing positive correlations include job dissatisfaction in general (p < 0.001) and with all workplace conditions (p < 0.001), as well as turnover intentions (p < 0.001). Conclusions Work pressure of health managers seems to be perceived highest in the group of younger female nurse executives in hospital care. Their dissatisfaction with the job in general and with the working conditions, as well as turnover intentions positively correlate with the increase of work pressure. Key messages Improving working conditions and job satisfaction is key to reduce work pressure of health managers. Young female nurse managers perceive highest levels of work pressure, and need reinforcement at work.

Examining relationships among corporate ethical values, commitment and turnover intentions

2016 ◽  
Vol 5 (1) ◽  
pp. 32-52 ◽  
Author(s):  
Japneet Kaur ◽  
Sanjeev Kumar Sharma
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Positive Association ◽  
Ethical Values ◽  
Content Type ◽  
Corporate Ethical Values ◽  
Relationship Of ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship of corporate ethical values (CEV) on the work attitudes linked to the organizational behavior of employees. It primarily focusses on examining the relationship of CEV with organizational commitment (OC) and the turnover intention (TI) of employees. Design/methodology/approach – Study undertakes an explanatory analysis on a sample of 150 employees from large and medium scale Indian Information Technology Business Process Outsourcing firms. Findings – Results of the study revealed significant relationships among the variables. Strong positive association has been found between CEV and commitment, whereas, contrasting result has been found with TI of employees. CEV explained 22 percent and 23 percent of variance in commitment and TI, respectively. Moreover, the relationship of ethical values and TIs has been found to be mediated through OC. Practical implications – Study enables the managers to understand wider impact of ethics in an organization and its positive impact on employees in increasing their commitment levels. Managers should focus on the ethical aspects of conducting business to ensure that the employees are well engaged with their employer and have the least tendency to shift when given an opportunity. Originality/value – This research attempts to bridge the gap in the existing literature by explaining relationship among variables (CEV, OC and TI) in context to the South-Asian nations, and especially India.

Sign in / Sign up

Export Citation Format

Share Document