Impact of Leaser's Emotional Intelligence on Turnover Intention: a Mediation role of Organization Commitment

Objective - The study is aimed to examine the relationships between a leader's emotional intelligence (as perceived by nursing staff), organizational commitment, and turnover intention through empirical investigation across the service sector. Methodology/Technique - A total of 433 employees working in the healthcare sector were approached through probability sampling. A questionnaire-based survey was employed to conduct the responses. Two-stage approaches were applied using structural equation modelling. In the first stage, confirmatory factor analysis (CFA) was applied. Findings - The study tests the direct linkages between independent and dependent variables, and in the second-stage path, coefficients were examined. Third, affective and normative commitments were positively and significantly associated with nursing staff turnover intention; but study found no relation of continuance commitment with nursing staff turnover intention. Fourth, the study found that a leader's emotional intelligence (as perceived by nursing staff) was positively associated with organizational commitment, but negatively associated with turnover intention. The current study also confirmed the mediating role of organizational commitment between a leader's emotional intelligence and nursing staff turnover intention. Novelty - The study has practical and theoretical implications for HR managers to reduce employees' turnover intention. Limitations are also discussed. The study elucidates the importance of perceived organizational learning culture in enhancing job satisfaction, organization commitment and reducing turnover intention. Type of Paper - Empirical Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector. JEL Classification: M00, M1, M12.

The Effects of Compensation and Benefit Satisfaction on Turnover Intention

Most organizations now operate in a VUCA world. Companies must deal with challenges to find out how to effectively manage the talent. Many companies have difficulty reducing the turnover rate of employees. Some companies believe in minimizing employee turnover intention by providing attractive compensation and benefits. This study aims to see how compensation and benefits can reduce turnover intention through perceived organization support and affective organization commitment. This study adopted quantitative research methods; with 357 total samples, data were collected using the snowball sampling technique. Smart Pls SEM was used to analyze the data. The results showed, there was indeed a negative correlation between satisfaction with compensation and benefits on turnover intention through perceived organization support and affective organization commitment. As a practical implication, the company can see compensation and benefits factors the most influence reducing turnover intention, the originality of this study for adopted a second-order approach analysis.

ANALYSIS OF QUALITY OF WORK LIFE (QWL) AND ORGANIZATION COMMITMENT TO JOB SATISFACTION AND THE IMPLICATION TOWARDS EMPLOYEE PERFORMANCE OF PDAM TIRTAWENING BANDUNG

This empirical research is aimed to develop knowledge especially human resource management and resolve problem through a research about employee performance measurement through quality of work life, commitment and job satisfaction as the intervening variable with employees of PDAM TIRTAWENING as a sample as 102 questionnaires distributed to the chosen respondent and used as stastistic analysis. A measurement of quality of work life consists of four dimensions : growth and development, salary (reward system), participation, and work environment. Three model components and measurement of organization commitment such as affective commitment, continuance commitment and normative commitment. Job satisfaction consists of five factors that are the work itself, salary, promotion, relationship between the superior and the subordinates. Whereas employee performances consists of six factors : quality, quantity, proficiency, knowledge, punctuality, and communication. The result of the reseach using Path Analysis to show that to optimalize employee performance, need to notice another variables that not shown in this research.

The Effects of Competence and Motivation on Performance Mediated by Organization Commitment (Case Study Indonesian Government Agencies)

Performance improvement in the context of government agencies is very important. There are several factors that can affect employee’s performance. These factors serve to ascertain whether the performance will be increased or decreased by involving these factors in performance appraisals. The aim of this study is to analyze the effect of competence and motivation on performance mediated by organization commitment. The population used in this study were employees in Indonesian government agencies. The respondents were 186 of Ministry of Home Affairs employees. The sampling technique used was the Convenience Sampling method. The analytical model used in this study was descriptive and Structural Equation Modeling analysis with LISREL Program. It is concluded that commitment of organization contributes to employee’s performance and is influenced by both, the employee’s competence and motivation, whereas the competence and the motivation do not give any effect to their performance. Keywords: Competence, Motivation, Organization Commitment, Performance.

Millennial Generation Optimizing Organizational Commitment with Internal Communication

The research focusing on expanding scientific studies to see the effect of internal communication by checking employee’s perception in keeping the company internal symmetric communication for maintaining the commitment to the company. This research further discuss about the organization casual commitment relationship, internal communication, meaning of works and work engagement. The method conducted in this research is through survey with descriptive approach. Causal modeling or relations and cause, or known as path analysis is the model used for this research. SEM (Structural Equation Modeling) with SMARTPLS 3.0 program. The direct effect from exogen variable to the endogen will be analyzed through the Partial Least Square. Research said that there is a positive and significant influence of internal communication to colleague, organization commitment and meaning of works. Furthermore, meaning of works is giving a positive influence and significant to organization commitment and work engagement. The outcome of this research can be used as reference and information for developing knowledge, specifically in the field of human resource management in developing theory in organizational commitment.

575Factor affecting job satisfaction and organizational commitment among primary health care providers in Delhi, India

Background The purpose of present study was to explore the factors affecting job satisfaction and organizational commitment of primary health care providers working in Government health facilities of Delhi, India. Methods Study was conducted on a sample of 333 health care providers who were selected using multistage simple random sampling technique. Factor analysis of job satisfaction scale, statistical test like multiple regression, correlation tests were applied using SPSS version 18. Results The seven factors affecting job satisfaction emerged from the factor analysis which are; privileges attached with job, interpersonal relation and cooperation, working environment, patient relationship, organization facilities, career development and human resource issues. Nature of job whether regular or contractual explains 25.1% of variance in the job satisfaction of staff (R Square= 0.251, p = 0.000). Nature of job along with level of education of health care providers is affecting 26.5% of variance in job satisfaction (R Square= 0.265, p = 0.015). For organization commitment type of job whether regular or contractual is responsible for 44.7% of variance in the commitment (R square 0.447; p = 0.000) and experience of health care providers is affecting 29.0% of variance in commitment (R square= 0.290; p = 0.000). Other predictors of organization commitment are salary, job security, working environment, appreciation of work and career growth. Conclusion The findings strongly suggest that the mode of entry of employee, privileges, career growth and working atmosphere contribute substantially to the job satisfaction and organization commitment. Key messages Appropriate changes are required at the policy level to keep the human resource satisfied and committed to the organization keeping in consideration the factors responsible for them.

Organizational Citizenship Behavior in the Construction of Islamic Boarding School: A Structural Model

Problems of organizational citizenship behavior among academics, especially teachers in Islamic Boarding Schools, are underrepresented in previous studies. This research was conducted at Islamic Boarding Schools in Kuningan in the context of organizational quality. This study aims to determine the influence of Employee Engagement and Job satisfaction on Organization Citizenship Behavior through Job Organization commitment as an intervening variable. This study includes a type of comparative causal research with a quantitative approach using questionnaires to 130 respondents. The result shows that Employee Engagement and Job satisfaction have a significant effect on Organization Commitment. Employee Engagement, Job Satisfaction, and Organization Commitment have a significant effect on Organizational Citizenship Behavior.