VOLUNTEER PARTICIPATION AND TURNOVER INTENTIONS:  THE ROLE OF SATISFACTION, EXPECTATIONS, AND ORGANIZATIONAL SUPPORT.

Purpose The purpose of this study is to examine the turnover intention – resistance to change relationship, the mediating role of burnout on this relationship and the moderating role of perceived organizational support. Design/methodology/approach Data was gathered from the responses of 410 managers employed in private organizations from the Delhi NCR region of India to a questionnaire survey. Findings The results show that resistance to change is positively related to turnover intentions and this relationship is explained by burnout. Perceived organizational support acts as a moderator and when it is high the strength of this relationship will be reduced. Practical implications Therefore for organizations to reduce staff turnover managers should identify increased levels of resistance and strengthen perceived organizational support through development of a positive work environment alongside policies and practices which support employee wellbeing. Originality/value This paper has an original approach by considering burnout as an intervening variable in the relationship between resistance to change and turnover intentions and examining perceived organizational support as a moderating factor.

Download Full-text

Job Insecurity and Turnover Intentions among Banking Sector Employees: The Moderating Role of Organizational Support and Ethical Leadership

SEISENSE Journal of Management ◽

10.33215/sjom.v5i1.736 ◽

2022 ◽

Vol 5 (1) ◽

pp. 17-30

Author(s):

Prince Addai ◽

Rejoice Mottey ◽

Michelle Afrifah ◽

Augustine Osei Boakye

Keyword(s):

Ethical Leadership ◽

Organizational Support ◽

Banking Sector ◽

Turnover Intentions ◽

Job Insecurity ◽

Climatic Conditions ◽

The Impact ◽

Moderating Role ◽

Perceived Job Insecurity

Purpose - Job insecurity exerts a significant impact on turnover intentions among employees. The association may be partly due to the influence of organizational support and the ethicality of leaders. However, there is a shortage of studies on the ameliorating role of organizational support and ethical leadership in the nexus between job insecurity and turnover intentions. Thus, the purpose of this study is to examine the nexus between job insecurity and turnover intentions among banking sector employees. The moderating role of organizational support and ethical leadership on the underlying relationship was assessed to achieve this. Design/methodology/approach – One hundred and sixty (160) banking sector employees were conveniently selected to participate in the study. The sample consisted of female (n = 92) and male (n = 68) employees, ranging from 23 to 49 years. Standardized measures were used in soliciting respondents' demographic characteristics, perceived job insecurity, ethical leadership, organizational support, and turnover intentions. Data were analyzed using regression analysis. Findings – Results revealed a significant positive correlation between perceived job insecurity and turnover intentions. Organizational support and ethical leadership also moderated the association between job insecurity and turnover intentions. The influence of job insecurity on turnover intentions minimizes when management provides the needed support and favorable climatic conditions. Originality/value – In general, the study highlights the importance of organizational support and ethical leadership in lessening the impact of job insecurity on turnover intentions.

Download Full-text

The mediating role of job content plateau on the relationship between work experience characteristics and early retirement and turnover intentions

Personnel Review ◽

10.1108/pr-03-2012-0054 ◽

2014 ◽

Vol 43 (3) ◽

pp. 350-376 ◽

Cited By ~ 29

Author(s):

Hila Hofstetter ◽

Aaron Cohen

Keyword(s):

Organizational Support ◽

Early Retirement ◽

Turnover Intentions ◽

Mandatory Retirement ◽

Coworker Support ◽

Content Type ◽

Age Related ◽

The Relationship ◽

Retirement Intentions

Purpose – The study aims to elucidate the relationship between five work experiences or conditions (age-related stereotypes, perceived organizational support [POS], coworker support, career satisfaction, and reaching a job plateau) and two different organizational withdrawal intentions – early retirement and turnover – in light of trends to abolish or increase the mandatory retirement age in Israel and elsewhere in the Western world. Design/methodology/approach – The study is based on a survey of a heterogeneous age sample of 170 unionized employees working in medium-sized Israeli industrial firms. Findings – POS and perceived age stereotypes were negatively related to early retirement intentions and not to turnover intentions. Job plateau was found to be related to the other work-related variables, with the exception of coworker support, and also was found to be a strong mediator between these variables and employees ' turnover intentions, and a partial mediator between the variables and early retirement intentions. Practical implications – The study suggests a managerial focus on the person-job fit over time as a tool for reducing employees ' turnover intentions, and encouraging continued employee development as a way to reduce early retirement intentions. Originality/value – The study focuses on the potential role of correctable contextual characteristics in triggering withdrawal responses, in light of the aging of the workforce.

Download Full-text

Putting workplace spirituality in context

Personnel Review ◽

10.1108/pr-08-2018-0305 ◽

2019 ◽

Vol 48 (7) ◽

pp. 1848-1865 ◽

Cited By ~ 1

Author(s):

A. Uday Bhaskar ◽

Bijaya Mishra

Keyword(s):

Organizational Support ◽

Turnover Intentions ◽

Meaningful Work ◽

Workplace Spirituality ◽

Organizational Outcomes ◽

Two Dimensions ◽

Design Data ◽

Content Type ◽

The Relationship

Purpose Workplace spirituality (WPS) has emerged as a key concept in management literature but has, thus far, remained inadequately explored in research studies. The purpose of this paper is to draw WPS upon the organizational support theory and WPS literature to develop and test a model. The role of WPS and its moderating effect is examined in its relationship with perceived organizational support (POS), career satisfaction (CS) and turnover intentions (TIs). Design/methodology/approach Using a survey research design, data were collected from 314 respondents to test the proposed model. Serial mediation was tested using the two dimensions of WPS (meaningful work (MW) and sense of community (SC)) as mediators between POS and CS. For moderation, these two dimensions of WPS were used to test the variables of POS and TI. Findings This study found that the relationship between POS and CS is sequentially mediated by the two dimensions of WPS, namely, MW and SC, while WPS is found to enhance CS among employees, it has been found to significantly reduce their TIs by moderating the relationship between POS and TI. Thus, employee TIs are found to be lower when the relationship between POS and MW is stronger. Practical implications The findings of this study will help managers develop strategies and formulate effective interventions that would improve the CS of employees and reduce their intentions to quit, leading to desirable individual and organizational outcomes. Originality/value WPS is a relatively new construct both at the workplace and in academia and to the authors’ knowledge, this is the first study which has examined the role of WPS in the relationship between POS, CS and TIs. By examining how organizational support has a significant influence on the employee in shaping positive work attitudes, the study will contribute to the existing knowledge and address questions hitherto unexplored. The findings of this research will thus have direct implications for the practitioner as well as the manager.

Download Full-text

The Effect of Emotional Intelligence on Turnover Intentions; The Role of Employee Well-being, Engagement and Perceived Organizational Support

Jinnah Business Review ◽

10.53369/skye6894 ◽

2017 ◽

Vol 5 (2) ◽

pp. 69-80

Author(s):

M. Waheed Akhtar ◽

◽

Hafiz Ghufran ◽

Tasneem Fatima ◽

◽

...

Keyword(s):

Emotional Intelligence ◽

Organizational Support ◽

Perceived Organizational Support ◽

Turnover Intentions ◽

Sampling Technique ◽

Simple Random Sampling ◽

Well Being ◽

Managerial Implication ◽

The Relationship

This study investigated the mediating role of employee well-being and engagement in the relationship between emotional intelligence and turnover intentions. It also investigated the interactional effect of perceived organizational support in the relationship between emotional intelligence and mediators (employee well-being and engagement). Stratifying simple random sampling technique was used for data collection. 450 questionnaires were distributed among the employees of different banks at Islamabad and Rawalpindi. Data were analyzed through reliability testing, correlation and regression analysis. The results showed that employee well-being and engagement mediate the relationship between emotional intelligence and turnover intentions; whereas, perceived organizational support positively moderates the relationship between emotional intelligence and mediators as well. Managerial implication, limitation and direction for future studies are included in the paper.

Download Full-text