Test of Mediating Effect of Employees’ Commitment between the Link of Employees’ Empowerment and Employees’ Turnover Intentions: A Study of Private Higher Educational Institutions

The present study aimed to investigate the impact of employees’ empowerment on employees’ turnover intentions with mediating role of employees’ commitment in private higher education context. Data were collected from the faculty of the private higher educational institute via stratified random sampling. The collected data were verified through confirmatory factor analysis in AMOS. After confirming the validity the assumptions were tested via path analysis. Result revealed a negative significant effect of employees’ empowerment on employees’ intentions to quit. Moreover, the mediating effect of employees’ commitment was examined and found that fully mediates the association of employees’ empowerment and employees’ turnover intentions. The present study would be useful to the management and administration of the higher education to consider employees’ empowerment while retaining skill full employees and gain competitive advantage.

Illegitimate tasks: obstacles to trans equality at work

Purpose This study aims to explore the relationship between the reported frequency of illegitimate tasks undertaken at work (FREQIT) and gender identity among cisgender individuals and persons with a (?) transgender or gender non-conforming (TGNC) identity. Design/methodology/approach This research combines an experimental approach with a field-study. Study 1 contained a vignette experiment where participants reported their likelihood to assign illegitimate tasks (IT) to either a cisgender or a TGNC employee. Study 2 measured perceptions of tasks-illegitimacy (PERTI), FREQIT, perceptions of organisational gender climate (PGC), burnout and intention to quit among a sample of cisgender and TGNC participants. Findings In Study 1, individuals in a supervisory position were more likely to assign IT to TGNC than cisgender employees. In Study 2, gender identity influenced burnout, intentions to quit and PGC, serially mediated by PERTI and FREQIT. The results from Study 2 did not support the initial model, which proposed that lower PERTI would lead TGNC employees to report a higher FREQIT, leading to lower occupational well-being scores. Instead, TGNC participants’ burnout, intention to quit and PGC scores improved as a consequence of their lower PERTI. However, when comparing cisgender and TGNC individuals, the latter presented higher levels of burnout, intentions to quit and lower PGC scores. Originality/value This is the first study measuring the effects of IT on TGNC individuals’ occupational well-being. It underscores the importance to reduce cisgender biases and transphobia and to address IT as obstacles to trans equality in the workplace.

Do expert clinicians make the best managers? Evidence from hospitals in Denmark, Australia and Switzerland

IntroductionHospital quality rests on the morale and productivity of those who work in them. It is therefore important to try to understand the kinds of team leaders that create high morale within hospitals.MethodsThis study collects and examines data on 3000 physicians in hospitals from Denmark, Australia and Switzerland. It estimates regression equations to study the statistical predictors of levels of doctors’ job satisfaction, their intentions to quit or stay in their current hospital and their assessment of the leadership quality of their immediate manager. A particular concern of this study is to probe the potential role played by clinical expertise among those in charge of other physicians.ResultsWhen led by managers with high clinical expertise, hospital physicians are (1) more satisfied with their jobs, (2) more satisfied with their supervisors’ effectiveness and (3) less likely to wish to quit their current job. These findings are robust to adjustment for potential confounders, including age and job seniority, and pass a variety of statistical checks (including clustering of SEs and checking for omitted variable bias). They are replicated in each of the three nations.ConclusionPhysicians are happier with their jobs when led by outstanding clinical experts. It is not sufficient, it appears from this evidence, for leaders merely to be clinicians. This suggests that—though only an idealised and presumably infeasible randomised experiment could allow complete certainty—there is a natural case for managers within a hospital hierarchy to be drawn from the ranks of those who are themselves outstanding clinicians.

Gamifying the gig: transitioning the dark side to bright side of online engagement

Gig work has transformed the work culture, globally. It’s sprawl, and popularity has also attracted excellent talent to join the gig workforce, most of which are online. While it has unfolded new avenues to showcase talent, its management irregularities have resulted in more significant dropouts. The study addresses a key research gap investigating the dropouts of gig workers on digital earning platforms by the moderating impact of gamified interventions on online platforms. We have based our arguments and derived our hypotheses based on social exchange theory and self-determination theory. A total of 367 responses were collected from white-collar gig workers who have completed tasks on one or more gig platforms in the past two years. We test our hypotheses using partial least square structural equation modelling (PLS-SEM). Results confirm that gamifying the online platform would enhance job satisfaction and productivity of gig employees, reducing the chances of quitting gig work. It is further observed that in the case of gig workers, high-performance work systems have a non-significant effect on the intentions to quit. The results contribute to the redesigning of online gig platforms with a layer of gamified artifacts to increase gig workers' retention.

Expressions of Anti-Black Biases, Job Satisfaction, and Turnover Intentions in the Full-Service Restaurant Industry

Verbal and behavioral manifestations of anti-Black biases have been shown to be quite common in many full-service restaurant establishments. Such explicit expressions of anti-Black biases have been linked with servers’ endorsement of racial stereotypes depicting Black Americans as undesirable customers and their self-reported proclivities to withhold effort from their Black clientele. However, there have been limited efforts to advance our understanding of the broader consequences associated with working in an environment wherein Black customers are observed to be stereotyped, denigrated, and mistreated. In response, this research note presents results from an exploratory study assessing the relationships between observing anti-Black expressions in the workplace, employees’ job satisfaction, and their turnover intentions. In two relatively large and demographically diverse samples of current restaurant workers, observing expressions of anti-Black bias in restaurant workplaces was found to be associated with diminished levels of job satisfaction and greater intentions to quit in the next 6 months. This study adds to the growing list of financial and operational costs that restaurant operators are at risk of incurring as a result of some of their employees expressed anti-Black attitudes and discriminatory actions.