scholarly journals The Mediating Effect of Person-Environment Fit on the Relationship between Organisational Culture and Staff Turnover

2012 ◽  
Vol 8 (2) ◽  
Author(s):  
KamarulZaman Ahmad
Keyword(s):  
Organisational Culture ◽  
Mediating Effect ◽  
Staff Turnover ◽  
Person Environment Fit ◽  
The Relationship

scholarly journals The Role of Person-Environment Fit in Mediating The Effects of Company Culture toward Employees’ Turnover Intention in PT. Berca Hardayaperkasa

2015 ◽  
Vol 6 (3) ◽  
pp. 424
Author(s):  
Tinjung Desy Nursanti ◽  
Masruroh Masruroh ◽  
Andela Putri Maharani
Keyword(s):  
Organizational Culture ◽  
Turnover Intention ◽  
Research Method ◽  
Mediating Effect ◽  
Staff Turnover ◽  
Person Environment Fit ◽  
Company Culture ◽  
Permanent Employees ◽  
The Relationship

The purpose of this study was to investigate the mediating effect of person-environment fit on the relationship between organizational culture and staff turnover intention. Data were obtained from permanent employees who were working in unit business at PT.Berca Hardayaperkasa (n = 75). This research method is explanatory survey. This type of research is associative. The analysis used in this study is a path analysis. The results indicate that the organizational culture has a significant influence to the staff turnover intention and person-environment fit has a significant mediating influence on the relationship between organizational culture with staff turnover intention.

Structural Mediation Model of Information System and Sustainable Performance of UAE Manufacturing Sector

2020 ◽  
Vol 11 (2) ◽  
Author(s):  
Mohamed Ahmed Darwish Abdulla Larii ◽  
◽  
Fatma Ahmed Lari ◽  
Mohamed Ahmed Darwish Abdulla Lari ◽  
◽  
...  
Keyword(s):  
Information System ◽  
Manufacturing Sector ◽  
Organisational Culture ◽  
The Body ◽  
Mediating Effect ◽  
Operational Performance ◽  
Manufacturing Companies ◽  
Mediation Model ◽  
Sustainable Performance ◽  
The Relationship

This study intends to find out the mediating effect of organisational culture on the relationship between information system and sustainable performance of manufacturing sector in UAE. This study used AMOS-SEM software to develop mediation model that linking the mediating relationships between Information System, Organisational Culture and Sustainable operation Performance. Data was collected through questionnaire survey among the operation staff of Abu Dhabi manufacturing companies. A total 250 questionnaires were distributed however 205 were returned and only 200 are valid which indicates a response rate of 80%. The analysis found that TPS has positive but not significant effect to SP; OIS has positive but not significant effect to SP; FMW has a positive and significant effect on SP; SDS has a negative and not significant effect to SP and SP has positive but not significant effect OC. For the path relationship between the four exogenous variables (TPS, OIS, SDS, and FMW) and the mediator variable (OC), the results are TPS has positive and significant effect to OC; OIS has positive but not significant effect to OC; FMW has positive and significant effect to OC and SDS has positive and not significant effect to OC. Collectively, the five exogenous constructs (TPS, OIS, SDS, FMW and OC) explained 89% variation in operational performance and 86% of the variation in organisational culture. However, for a mediator, it was found that OC has no significant mediating effect on the relationship between TPS and SP; OC has no significant mediating effect on the relationship between OIS and SP; OC has no significant mediating effect on the relationship between SDS and SP and OC has no significant mediating effect on the relationship between FMW and SP. it can be concluded that there is a positive relationship between information system dimensions and operational performance. However organizational culture has no contributing any mediating effect to the relationship. These findings have contributed to the body of knowledge and could be shared among the UAE manufacturing practitioners.

scholarly journals Effect of Workplace Violence on Turnover Intention: The Mediating Roles of Job Control, Psychological Demands, and Social Support

2020 ◽  
Vol 57 ◽  
pp. 004695802096931
Author(s):  
Te-Feng Yeh ◽  
Yu-Chia Chang ◽  
Wei-Hsin Feng ◽  
Multiple sclerosis ◽  
Cheng-Chia Yang
Keyword(s):  
Social Support ◽  
Nursing Staff ◽  
Workplace Violence ◽  
Turnover Intention ◽  
Psychological Needs ◽  
Job Control ◽  
Mediating Effect ◽  
Staff Turnover ◽  
The Relationship ◽  
Psychological Demands

Exposing nursing staff to workplace violence workplace violence (WV) affects their psychological, emotional, and physical health; engenders increased workload; affects the medical reciprocity between nurses and patients; and ultimately leads to staff turnover intention. To preventing WV, development of intervention strategies and WV prevention measures are crucial. This study discusses the mediating effect of job control, psychological needs, and social support on WV and turnover intention. Through this discussion, this study aims to aid medical institutions in reducing their nursing staff turnover rate and to provide a reference for hospital management and decision making. A cross-sectional research method was adopted and conducted quantitative research to prove the complexity of the relationship between WV and turnover intention. Participants comprised clinical nurses working in 2 regional teaching hospital in central Taiwan. A total of 268 questionnaires were distributed, and 213 completed questionnaires were returned. Of the returned questionnaires, 198 contained valid responses, yielding a response rate of 73.9%. Our results demonstrated the mechanisms through which psychological demands and social support mediate the relationship between WV and turnover intention. This study determined the mediating effects of psychological demands and social support. The results expand the findings of previous research and demonstrate the complexity of the relationship between WV and turnover intention. Hospitals should formulate effective mechanisms for preventing and addressing incidents of WV, improve their ability to address and regulate violent incidents in clinics, reduce the psychological pressure exerted on employees, and establish communication channels for social support.

scholarly journals Transformational Leadership, Organizational Culture and Sustainability at the Property Development Companies in Malaysia

2019 ◽  
Vol 8 (3S2) ◽  
pp. 640-644
Keyword(s):  
Transformational Leadership ◽  
Empirical Evidence ◽  
Structural Equation ◽  
Organisational Culture ◽  
Mediating Effect ◽  
Property Development ◽  
Management Level ◽  
United Nations General ◽  
The Relationship

Sustainability is considered a significant element for property development industry. According to the United Nations General Assembly Brundtland Report, protecting the environment and the society in the midst of human seeking economic growth is at times taken for granted. The motivation behind this study is to seek deeper understanding of the role of transformational leadership in promoting sustainability in Malaysian property industry. The study aims to determine the relationship between transformational leadership and sustainability among the top management level at the property development companies in Malaysia, through the mediating effect of organisational culture that would lead to sustainability in terms of environmental, economy and society. The study employed a purposive sampling method with data collected from managerial level staffs from 100 property development companies in Malaysia. Multivariate data normality tests, descriptive statistics, and structural equation modelling through Smart PLS was used for data analysis. The findings of this study revealed a positive and significant relationship between transformational leadership and sustainability and also a significant positive relationship between transformational leadership and organisational culture namely bureaucratic culture, innovative culture and supportive culture. However, the results established insignificant relationship between organisational culture and sustainability and confirmed that organisational culture does not mediate the relationship between transformational leadership and sustainability. The results confirm that the real estate development company practicing leadership transformation at management level will promote sustainability. This study has contributed to the literature by introducing new empirical evidence not only in organisational studies on the role of transformational leadership practices in promoting sustainability, but also empirical evidence on the insignificant relationship between organisational culture and sustainability as well as the mediating role of organisational culture that is not evident between transformational leadership and sustainability in property development companies Malaysia. Therefore, this study recommended organisations to invest on transformational leadership trainings to support the leadership behaviours that encourages organisational culture that in turn supports sustainability.

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