scholarly journals A Conceptualization of the Effect of Organisational Justice on Turnover Intention: The Mediating Role of Organisational Citizenship Behaviour

2019 ◽  
Vol 10 (5) ◽  
pp. 327
Author(s):  
Oussama Saoula ◽  
Muhammad Fareed ◽  
Saiful Azizi Ismail ◽  
Nurul Sharniza Husin ◽  
Rawiyah Abd Hamid
Keyword(s):  
Turnover Intention ◽  
The Body ◽  
Factors Affecting ◽  
Mediating Role ◽  
Body Of Knowledge ◽  
Organisational Justice ◽  
Research Gap ◽  
The Individual ◽  
The Relationship

Considering employees are the ultimate valuable assets, most companies nowadays give lots of effort and capitalise vital resources to preserve them. The turnover of those employees will affect the achievement of the organisations’ goals as well as the maintaining of the competitive advantage. Therefore, it is imperative to call for more studies to understand the factors affecting this phenomenon in different settings and contexts of research, particularly in the non-western perspectives such as Malaysia who is facing big challenges toward the employees’ turnover in many sectors. Therefore, the drive of this paper is to examine the relationship between organisational justice (OJ), organisational citizenship behaviour (OCB) (benefiting the individual OCB-I and benefiting the organisation OCB-O) and turnover intention (TI). Consequently, this study proposed framework to study the effect of organisational justice on turnover intention via the mediation role of organisational citizenship behaviour (OCB-I, OCB-O). Also, the direct impact between the variables has been discussed. Hence this paper is expected to fill the research gap and contribute to the body of knowledge in this area of research.

scholarly journals Factors affecting the organizational performance of manufacturing firms

2017 ◽  
Vol 9 ◽  
pp. 184797901771262 ◽  
Author(s):  
Ahmad Adnan Al-Tit
Keyword(s):  
Organizational Performance ◽  
Measurement Instrument ◽  
Manufacturing Firms ◽  
Factors Affecting ◽  
Mediating Role ◽  
Values And Beliefs ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Numerous studies have been conducted to explore the individual effects of organizational culture (OC) and supply chain management (SCM) practices on organizational performance (OP) in different settings. The aim of this study is to investigate the impact of OC and SCM on OP. The sample of the study consisted of 93 manufacturing firms in Jordan. Data were collected from employees and managers from different divisions using a reliable and valid measurement instrument. The findings confirm that both OC and SCM practices significantly predict OP. The current study is significant in reliably testing the relationship between SCM practices and OP; however, it is necessary to consider cultural assumptions, values and beliefs as the impact of OC on OP is greater than the impact of SCM practices. Based on the results, future studies should consider the moderating and mediating role of OC on the relationship between SCM practices and OP.

scholarly journals THE ROLE OF ARTIFICIAL INTELLIGENCE RECRUITMENT AND QUALITY TO EXPLAIN THE PHENOMENON OF EMPLOYER REPUTATION

2021 ◽  
Vol 22 (4) ◽  
pp. 867-883
Author(s):  
Sebastian Kot ◽  
Hafezali Iqbal Hussain ◽  
Svitlana Bilan ◽  
Muhammad Haseeb ◽  
Leonardus W. W. Mihardjo
Keyword(s):  
Artificial Intelligence ◽  
Pharmaceutical Industry ◽  
The Body ◽  
Mediating Role ◽  
Body Of Knowledge ◽  
Management Function ◽  
Convenience Sampling ◽  
Hr Function ◽  
The Relationship

The prime contribution of current research entails the explanation of role of artificial intelligence based human resource management function to determine the employer reputation among pharmaceutical industry of Indonesia. The study intends to examine the empirically investigation the role and impact of artificial intelligence-based recruitment and artificial intelligence-based quality to determine the employer reputation with mediating role of artificial intelligence adoption. The study contributes to the body of knowledge and claims to be novel in explaining the AI based HR function to explain the phenomenon of employer reputation. The study examined the empirical investigation between AI based recruitment and AI based quality to influence the AI adoption that further predicts the phenomenon of employer reputation. The study was conducted on pharmaceutical industry of Indonesia and convenience sampling was used for data collected and Smart-PLS was utilized for data analysis. The study found that AI based recruitment and quality significantly influences the AI adoption and further it influences the employer reputation. The mediation role of artificial intelligence adoption is significant where it is found that artificial intelligence mediates the relationship between artificial intelligence recruitment and employer reputation, with similar significant mediation role between artificial intelligence quality and employer reputation.

scholarly journals Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention

2021 ◽  
Vol 12 ◽  
Author(s):  
Yingge Zhu ◽  
Denghao Zhang
Keyword(s):  
Turnover Intention ◽  
Anger Expression ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Trait Anger ◽  
Work Behaviors ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.

scholarly journals Role of Education and Mentorship in Entrepreneurial Behavior: Mediating Role of Self-Efficacy

2021 ◽  
Vol 12 ◽  
Author(s):  
Binwu Hu ◽  
Qiang Zheng ◽  
Jie Wu ◽  
Zhibin Tang ◽  
Jianchun Zhu ◽  
...  
Keyword(s):  
Self Efficacy ◽  
Vital Role ◽  
The Body ◽  
Survey Study ◽  
Mediating Role ◽  
Farming Community ◽  
Body Of Knowledge ◽  
Behavioral Preferences ◽  
Structured Questionnaire

Farmers have been very precious for societies for ages. Their active experiments, valuable knowledge about their surroundings, environment, and crops’ requirements have been a vital part of society. However, the psychological perspectives have been a hole in the loop of farming. Hence, this study has investigated the antecedents of entrepreneurial behaviors of farmers with the mediating risk of their entrepreneurial self-efficacy (ESE). The population chosen for this study was the farming community of suburbs of China, and a sample size of 300 was selected for the data collection. This is a survey study, where a structured questionnaire was adapted on a five-point Likert scale. The data were collected from the farming community to know their psychological and behavioral preferences about their profession. This study has produced interesting results that education, training, and intrinsic motivation play a vital role in farmers’ ESE, affecting their entrepreneurial behaviors. This study will add to the body of knowledge and provide an eminent path for emerging entrepreneurs to find more mentorship opportunities to overcome the limitations in upcoming endeavors influencing education and training.

Mapping the contours of fairness

2014 ◽  
Vol 1 (2) ◽  
pp. 191-204 ◽  
Author(s):  
Lilian Otaye ◽  
Wilson Wong
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Regression Analysis ◽  
Turnover Intention ◽  
Content Type ◽  
Mediating Role ◽  
The Uk ◽  
The Relationship

Purpose – The purpose of this paper is to explore the contours of fairness by showing how different facets of fairness impact three important employee outcomes (job satisfaction, turnover intention and employer advocacy) and examining the mediating role of quality of management and leadership (through perceptions of both senior management and the quality of exchange with immediate supervisors) in attenuating negative impacts of unfairness on these outcomes. The study extends the concept of fairness beyond the traditional focus on organizational justice and models the mediating role of leadership on the relationship between (un)fairness and the three employee-level outcomes in a sample of employees representative of the UK workforce. Design/methodology/approach – Data were obtained from a nationally representative sample of 2,067 employees in the UK. Exploratory factor analysis and then confirmatory factor analysis is used to refine three unfairness factors and address their dimensionality of the unfairness scale and then multiple regression analysis is used to test a fairness-leadership-employee performance outcome model. Findings – Results of multiple regression analysis revealed that both trust in leadership and leader-member exchange partially mediate the relationship between organizational (un)fairness and job satisfaction, advocacy and turnover intention, respectively. Practical implications – The findings highlight the important role that leaders play in influencing the relationship between perception of unfairness and employee outcomes. This has implications for both theory and practice as it suggests that the pattern of inclusion that leaders create through the relationships that they develop with their followers has a significant impact on the relationship between unfairness and the work outcomes. They not only must manage traditional perceptions of justice, but also the assessments employees make about trust in management judgements and the perceived consequences of such judgements. Originality/value – In an environment where perceptions of unfairness are becoming both more endemic but also more complex, the study shows that both senior leaders and immediate supervisors have important agency in managing negative consequences. Through the measurement of satisfaction, turnover intention and employer advocacy it also provides potential links to link fairness into the engagement literature.

Examining the Role of Green Transformational Leadership on Promoting Green Organizational Behavior

2019 ◽  
pp. 200-224
Author(s):  
Chipo Mukonza ◽  
Ilze Swarts
Keyword(s):  
Transformational Leadership ◽  
Organizational Behavior ◽  
The Body ◽  
Intellectual Stimulation ◽  
Idealized Influence ◽  
Body Of Knowledge ◽  
Inspirational Motivation ◽  
Website Analysis ◽  
The Relationship

This chapter examines the role of green transformational leadership on promoting green organizational behavior. Green transformational leadership has been found to be influencing green organizational behavior. The study uses content analysis and website analysis. Nedbank is used in the chapter as an archetype of an organization with a green transformational leadership which has influenced green organizational behavior. Four characteristics of green transformational leadership namely idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration were used. The leadership engages its customer and rewards them for green behavior which is important for intellectual stimulation and motivating their employees. The study contributes to the body of knowledge on green transformational behavior by confirming the relationship. The chapter recommends that more trainings and educational awareness on green values be provided to the management so that ultimately this are emulated and practiced by their employees.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

scholarly journals IMPACT OF EMPLOYEE’S RESILIENCE ON ORGANIZATIONAL RESILIENCE: MEDIATING ROLE OF COMPASSION

2020 ◽  
Vol 11 (3) ◽  
pp. 156-164
Author(s):  
Khaliq Ur Rehman ◽  
Farhan Aslam ◽  
Qamar Uddin Maitlo
Keyword(s):  
Regression Analysis ◽  
Hypothesis Test ◽  
Empirical Test ◽  
The Body ◽  
Organizational Resilience ◽  
Mediating Role ◽  
Correlation And Regression Analysis ◽  
Body Of Knowledge ◽  
New Concepts

Main aim of this research was to investigate the protagonist of individual‟s resilience to build up organizational resilience. Individual‟s resilience is much needed at the time of crises, restructuring, transformation, turbulent and unfavorable conditions. Second objective of this research is to test the mediating role of compassion between the relationships of individual‟s resilience and organizational resilience. This research contributed in the body of knowledge while bring new concepts together and the main contribution is testing the role of compassion between the relationships. Empirical test like correlation, regression and Sobel test was run to test the hypothesis. Test of the correlation and regression analysis demonstrate that there exist a positive and momentous association Employee‟s Resilience and Organizational Resilience. Sobel test was used to test the mediating role on compassion and results show that there is a partial mediation, but results are significant.

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