scholarly journals Effect of job involvement, organizational commitment and satisfaction on turnover intention: A research in the city of Antalya

Turizam ◽  
2020 ◽  
Vol 24 (4) ◽  
pp. 194-207
Author(s):  
Akın Aksu ◽  
Selin Arslan ◽  
Olcay Yardımcı ◽  
Fahrettin Kaya ◽  
Aytül Ergençiçeği
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Theoretical Perspective ◽  
Job Involvement ◽  
Decision Makers ◽  
Independent Variables ◽  
Tourism Sector ◽  
High Level ◽  
The City ◽  
Operational Aspects

Today like other establishments, touristic establishments are trying to survive under conditions of high-level competition among their rivals. The diversity aspect of jobs in touristic establishments needs analysis to determine operational aspects and outcomes. In this context, to sustain satisfaction and motivation of employees there are critical factors. In this paper, the possible relationships among job involvement, commitment, satisfaction and turnover intention levels of employees were investigated. As a result of the regression analysis, it was concluded that at least one of the independent variables of the model, which were job involvement, organizational commitment, and job satisfaction levels, had an impact on intention to turnover. The findings of the research are important both from theoretical and practical perspectives. From a theoretical perspective, this research shows the possible effect of job involvement, commitment, and satisfaction on turnover intention. From a practical perspective, the results would be of help for tourism sector professionals, researchers and decision makers.

Psychological Capital and Work Attitudes: A Conceptual Analysis

2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
Bharat Chandra Sahoo ◽  
Surendra Kumar Sia ◽  
Niranjan Sahu ◽  
Aneesh V. Appu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Development ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Practical Implication ◽  
Job Involvement ◽  
Work Attitudes ◽  
Extensive Literature ◽  
Systematic Analysis

The major thrust of the present paper, pertaining to employees growth and development at work, attempts a systematic analysis of attitudinal outcomes and performance improvement due to psychological capital. The constructs, namely psychological capital, and work attitudes like job involvement, job satisfaction, organizational commitment, cynicism, and turnover intention have been described. Based on far reaching Indian as well as western literature and findings, it is suggested that psychological capital would be positively related to desirable attitudes like job satisfaction, organizational commitment, and job involvement whereas negatively related to undesirable attitudes like organizational cynicisms and turnover intention. Through extensive literature and findings, the researcher is aiming to formulate a conceptual model of psychological capital based on propositions and to show how psychological capital is related to job attitudes. With respect to organizational development, this paper also covers practical implication where systematic intervention of psychological capital is given utmost priority. With reference to various organizations and workplaces, how psychological capital can be applied in a scientific direction through proper training, workshop, and web-based programme in order to promote healthy and balanced life.

“Same Same” But Different?

2006 ◽  
Vol 11 (2) ◽  
pp. 119-127 ◽  
Author(s):  
Ulrika E. Hallberg ◽  
Wilmar B. Schaufeli
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Turnover Intention ◽  
Discriminant Validity ◽  
Job Involvement ◽  
Personal Factors ◽  
Information Communication ◽  
Confirmatory Factor Analyses ◽  
Confirmatory Factor ◽  
Work Attachment

The present study investigates whether work engagement (measured by the Utrecht Work Engagement Scale; UWES) could be empirically separated from job involvement and organizational commitment. In addition, psychometric properties of the Swedish UWES were investigated. Discriminant validity of the UWES was tested through inspection of latent intercorrelations between the constructs, confirmatory factor analyses, and patterns of correlations with other constructs (health complaints, job and personal factors, and turnover intention) in a sample of Information Communication Technology consultants (N = 186). Conclusion: Work engagement, job involvement, and organizational commitment are empirically distinct constructs and, thus, reflect different aspects of work attachment. The internal consistency of the Swedish UWES was satisfactory, but the dimensionality was somewhat unclear.

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).

scholarly journals The Effect of Job Involvement and Work Stress on Turnover Intention with Organizational Commitment as an Intervening Variable PT. Perkebunan Minanga Ogan

2021 ◽  
Vol 8 (9) ◽  
pp. 421
Author(s):  
Meili Bugis ◽  
Dedi Purwana E.S ◽  
Saparuddin Saparuddin
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Involvement ◽  
Simple Random Sampling ◽  
Probability Sampling ◽  
Work Involvement ◽  
Stress Variable

The purpose of this study was to determine the effect of work involvement and work stress on the turnover intention with organizational commitment as an intervening variable at PT. Perkebunan Minanga Ogan. The approach used in this research is quantitative. To determine the sample using probability sampling, then probability sampling used is simple random sampling. The sample in this study were contract employees totaling 200 people at PT. Perkebunan Minanga Ogan. The analytical method used to determine the relationship between these variables is path analysis using the structural equation model (SEM) method and the AMOS program. The results of hypothesis testing are as follows: the work involvement variable has a positive and insignificant effect on organizational commitment. The job stress variable harms organizational commitment. The organizational commitment variable has a positive and significant effect on turnover intention. Job involvement variable harms turnover intention. The job stress variable has a positive and significant effect on turnover intention. Job involvement has a positive and significant effect on the turnover intention with organizational commitment as an intervening variable and work stress has a negative and significant effect on the turnover intention with organizational commitment as an intervening variable.

An investigation of the antecedents of turnover intentions and job hopping behavior

2017 ◽  
Vol 6 (2) ◽  
pp. 161-176 ◽  
Author(s):  
Sharjeel Saleem ◽  
Beenish Qamar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Involvement ◽  
Faculty Members ◽  
Equation Modeling ◽  
Content Type ◽  
Alternative Employment ◽  
The Impact

Purpose It is believed that dissatisfied employees are more likely to leave, but research shows that satisfied employees also do not necessarily stay. It is important to understand why employees leave. Therefore, the purpose of this paper is to investigate empirically the antecedents of turnover intention and job hopping, simultaneously, in Pakistani universities. It investigates the impact of perceived alternative employment, job satisfaction and job involvement on turnover intention and job hopping behavior, with organizational commitment as a mediator. Design/methodology/approach The variables were measured through established questionnaires and the results were analyzed through structural equation modeling on a sample of 250 faculty members from both public and private universities. Findings Results revealed that faculty members do not intend to leave or hop jobs if they are satisfied with their jobs and this relationship is mediated by organizational commitment. Perceived alternative employment also showed a positive relationship with employees’ intentions to quit; while faculty members would job hop, if not satisfied, despite lacking substantial alternative employment opportunities. Practical implications Research reveals that employee retention, even in developing countries, is not just about money. Rather, the satisfaction that a person gets from his/her job or the environment in which the employee works serves as a significant antecedent of employee retention. Thus, accordingly some well-planned perks and rewards can serve as a source of extrinsic as well as intrinsic motivators. Originality/value This study has investigated the impact of job satisfaction, job involvement, perceived alternative employment, organizational commitment, turnover intention and job hopping along with the dimensions of job satisfaction and organizational commitment in a simultaneous manner through structural equation modeling. It will correspondingly add worth to the discussion in the literature about reasons of employee turnover and job hopping behavior within the specific context of Pakistani universities because there are no official statistics available regarding the number of faculty members leaving or job hopping among various universities. In addition, not much work has been done in this regard, therefore, it shall also provide the basis for future research studies.

scholarly journals PENGARUH KONFLIK PERAN, STRES KERJA, LOCUS OF CONTROL, DAN KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION Studi Kasus pada Kantor Akuntan Publik di Jawa Tengah dan DIY

2018 ◽  
Vol 4 (2) ◽  
pp. 113
Author(s):  
Dyan Kurniawati ◽  
Nugraheni Rintasari
Keyword(s):  
Organizational Commitment ◽  
Locus Of Control ◽  
Role Conflict ◽  
Work Stress ◽  
Turnover Intention ◽  
Sampling Technique ◽  
Central Java ◽  
Regression Test ◽  
High Level ◽  
Public Accountant

Public accountant offices have been known of the high level of staff turnover, generally to the new staffs. The turnover level should be decreased work in order to the company has had a change to get the benefit of the work improvement of the staffs. The research aims to test the influence of role conflict, work stress, locus of control, organizational commitment toward the turnover intention on public accountant staffs. The population of the research was public accountants who are working at public accountant offices in Central Java and DIY. The research took the sample using questionnaires. The sampling technique is purposive sampling to the population that was taken by respondent criteria. Based on the criteria, it was obtained that the number of sample was 55 respondents from 13 public accountant offices in Central Java and DIY. The data analysis method is using multiple regression test. The result of analysis showed that the role conflict and the work stress do not give influence toward the turnover intention. However, the locus of control and the organizational commitment give influence toward the turnover intention.

scholarly journals FAKTOR-FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION (Studi Pada Karyawan Perusahaan Jasa Multi Finance Di Kota Jambi)

2017 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Ahmad Firdaus
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Social Issues ◽  
Influential Factors ◽  
Employee Turnover Intention ◽  
The Social ◽  
Two Factors ◽  
The City ◽  
Research Show

This research aims to know the factors that affect employee turnover intention on multi services companies in finance in the city of jambi. The study is quantitative research is an investigation about the social issues based on testing a theory consisting of variables, measured by numbers, and analyzed with statistical procedures to determine whether the correct theory of the predictive generalizations. The respondents in this study i.e., employees at the companies services multi finance in the city of Jambi, the method of withdrawal of samples in this study using a purposive samplingmethod, the author here use qualitative data are ordinal by disseminating the questionnaire covered alternative answer had been provided to the respondent, the dataare transformed into data interval and processed with path analysis, the results of this research show the two factors which effect on the turnover intention, namely factors of job satisfaction and organizational commitment the second, of the most influential factors i.e. organizational commitment factor. Keywords: Turnover Intention

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