scholarly journals Entrepreneurial Organizational Culture During a Pandemic in a Labour-Intensive Industry: The Mediating Role of Fear of COVID-19, Psychological Distress, and Job Satisfaction in Turnover Intention

2021 ◽  
Author(s):  
Ivona Mileva ◽  
Marjan Bojadjiev ◽  
Miodraga Stefanovska Petkovska
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Psychological Distress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Well Being ◽  
Physical And Mental Health ◽  
Mediating Role ◽  
Entrepreneurial Culture

 Motivation and idea: Entrepreneurial culture has been considered to have a significant positive relation with the organizational growth and self-efficacy. However, the success of entrepreneurial culture has been challenged by the COVID-19 pandemic and its influence on the well-being of employees who work in labour-intensive industries. More specifically, the level of stress among these workers is increased and that can result in physical and mental health issues, resulting in low mood and motivation, anxiety, depression, burnout, suicidal thoughts, etc. This may ultimately influence the turnover intention in these industries. Research goal: This paper investigates whether a relationship exists between entrepreneurial organizational culture and turnover intention. The goal of this study is to explore the relationship between entrepreneurial organizational culture and turnover intention in labour-intensive industries with a focus on the mediating role of fear of COVID-19, psychological distress and job satisfaction in turnover intention. Data: Quantitative research on 408 respondents has been conducted, whose results can serve as a reference for designing adequate human resource policies in labour-intensive industries. Findings: This study shows that Covid-19 challenged not only economic and financial sustainability, but also the physical and mental well-being of the people. It shows that the organizations that foster an entrepreneurial culture assist people in reducing stress, resulting in members of those organizations experiencing less tension and fear, which is an important part of one's health at such a chaotic time. Contribution: The paper is the first of its kind study and it expands existing research related to organizational culture during the pandemic, thus formulating practical suggestions to future leaders. This study has important implications for practitioners. Although no similar studies exist within the labour-intensive businesses, the analysis of these aspects will enable the leaders to assess and strengthen their connections to the company and to determine which segments of their organizational culture need to be improved so that  employees should be happier and more satisfied.

scholarly journals The Role of Employee Relations in Shaping Job Satisfaction as an Element Promoting Positive Mental Health at Work in the Era of COVID-19

2021 ◽  
Vol 18 (4) ◽  
pp. 1903
Author(s):  
Helena Bulińska-Stangrecka ◽  
Anna Bagieńska
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Social Interactions ◽  
Interpersonal Trust ◽  
Well Being ◽  
Working Environment ◽  
Employee Relations ◽  
Remote Work ◽  
Mediating Role

The COVID-19 pandemic is affecting the mental health of employees. Deterioration of the well-being of workers is also caused by changes in the working environment. Remote working can affect both social interactions and job satisfaction. The purpose of the study is to examine what factors influence job satisfaction in the context of remote work caused by a pandemic. The study analyses whether employee relations and interpersonal trust are related to the level of perceived job satisfaction. The investigation started with a literature review and then research hypotheses have been formulated. Based on an empirical study, carried out on a sample of 220 IT employees during the pandemic, an analysis of the mediating role of trust in links between employee relations and perceived job satisfaction was conducted. The current study found that positive employee relations contribute to the level of job satisfaction. Additionally, trust is an important factor that mediates these relationships. Based on the results of the research, it was possible to describe the mechanism of shaping a supportive work environment during a pandemic.

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.

Mediating Role of Perceived Control of Time Between Time Management Behavior and its Outcomes

2021 ◽  
Vol 10 (1) ◽  
pp. 268-284
Author(s):  
MASUD AKHTAR ◽  
MUHAMMAD NAVEED RIAZ ◽  
SHAZMA WAHEED
Keyword(s):  
Job Satisfaction ◽  
Time Management ◽  
Perceived Control ◽  
Process Model ◽  
Well Being ◽  
Role Overload ◽  
University Teachers ◽  
Mediating Role ◽  
Management Behaviour

The present study is based on the Process Model of Time Management by Macan (1994). The study aimed to examine the mediating role of perceived control of time between time management behaviour and psychological outcomes among university teachers. Data of university teachers (N = 300) was collected through Time Management Behaviour Scale, Perceived Control of Time Scale, Warwick Edinberg Mental Well-being Scale, Depression Anxiety Stress Scale, Job Satisfaction Scale, In Role Performance Scale and Role Overload Scale. Regression analysis explained that perceived control of time mediated between time management behaviour and well-being among university teachers. Perceived control of time mediated between time management behaviour and stress among university teachers. Perceived control of time mediated between time management behaviour and job satisfaction among university teachers. Similarly, perceived control of time mediated between time management behaviour and job performance among university teachers. The study has both theoretical as well as applied significance. The findings confirmed the underlying theoretical assumptions of the Process Model of Time Management Overall the findings are valuable in the fields of educational and organizational psychology. Keywords: Time Management Behaviour, Perceived Control of Time, Well-Being, Scale, Job Satisfaction, Job Performance, Role Overload.

Servant Leadership, Burnout, and Turnover Intention

2019 ◽  
pp. 197-204
Author(s):  
Muhammad Imran
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Turnover Intention ◽  
Banking Industry ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
High Turnover ◽  
Mediating Role ◽  
Basic Concepts

This chapter is based on the servant leadership theory's effects on the turnover intention through the mediating role of burnout. The basic concepts of the model are derived from conservation of resources theory. The theory predicts that sustained psychological stress can lead to burnout and turnover intention. Servant leadership focuses on reducing the employee stress level and increasing job satisfaction. The study focuses on the banking industry employees and finds the main reasons of high turnover.

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.

Examining the roles of shared vision and career growth opportunity in developing new employees

2017 ◽  
Vol 30 (4) ◽  
pp. 599-609 ◽  
Author(s):  
Rui-Ting Huang ◽  
Tsung Piao Chou ◽  
Chia-Pin Chen
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Well Being ◽  
Shared Vision ◽  
Content Type ◽  
New Employees ◽  
Growth Opportunity ◽  
Career Growth ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between career growth opportunity (CGO), well-being and turnover intention of new employees, and also probe into the moderating role of shared vision (SV) in organizations. Design/methodology/approach In total, 253 new employees participated in this study, and the partial least squares analysis was adopted to analyze the data. Findings The study findings have indicated that CGO will play a key role in determining emotional exhaustion (EE) and job satisfaction. Additionally, a positive connection between EE and turnover intention, a negative relationship between EE and job satisfaction, as well as a negative link between job satisfaction and turnover intention have been found in this study. Finally, it has been demonstrated that SV will moderate the connection between CGO and EE, the relationship between CGO and job satisfaction, the link between EE and turnover intention as well as the correlation between job satisfaction and turnover intention. Originality/value Although there are numerous studies related to CGO, well-being and turnover intention, relatively little attention has been paid to the connection between CGO, well-being and turnover intention of new employees. With particular respect to the impact of SV on organizational outcomes, there is still a dearth of research examining the moderating role of SV in organizations.

scholarly journals Works’s Meaning and Subjective Well-being: The Mediating Role of Job Satisfaction

2020 ◽  
Vol 19 (73) ◽  
pp. 145-169
Author(s):  
mohammadreza abedi ◽  
محمد رضا عابدی ◽  
parisa nilfrooshan ◽  
◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Subjective Well Being ◽  
Mediating Role
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