Interactive Effects of Workplace Spirituality and Psychological Capital on Employee Negativity

This article examined the direct influence of workplace spirituality on employee negativity—organizational cynicism, counterproductive work behaviour and turnover intentions. The proposed framework also examined how psychological capital buffers the relationship between workplace spirituality and employee negativity. The sample of the study included 138 employees, working in different private and public sector organizations in Nepal. Linear regression analyses were employed to test the hypothesized direct relationships and moderated multiple regression analyses were used to test the buffering effect of psychological capital on these relationships. The analysis of data revealed that workplace spirituality negatively influences employees’ cynicism and intent to turnover. Workplace spirituality did not influence counterproductive work behaviour, while psychological capital was found to have buffering effect on the relationship between workplace spirituality and intent to turnover. The negative influence of workplace spirituality on organizational cynicism and intent to turnover suggests that organizations need to create such an environment in the workplace, where employees have feeling of higher level of workplace spirituality, in order to retain their workforce and reduce the feeling of organizational cynicism among employees. Suggestions are offered on generating spirituality and psychological capital in workplace environments. JEL Codes: M12, M53

Solidarity, job satisfaction, and turnover intent in employees

Purpose While the role of solidarity in the workplace has been examined in previous research, it is still an important component of the workplace for Japanese employees. The purpose of this paper is to integrate findings on solidarity at the workplace, job satisfaction and intent to turnover. A moderated mediation model is hypothesized where solidarity predicts intent to turnover via job satisfaction, but the strength of this whole mediation process is moderated by employees’ length of working overtime or working long hours. Design/methodology/approach The data analyzed in this study were acquired from the Japanese General Social Survey 2010, which was administered to 527 men and 278 women. Findings The results generally supported the assumptions; the proposed mediation model proved to be statistically significant, even when background covariates were introduced into the model to control for pre-existing differences. Also, the proposed moderated mediation model was supported; solidarity strongly increased job satisfaction when working overtime was low. Research limitations/implications Because of measurement of solidarity, this study results may limit the generalizability. Researchers should explore the relationship between the dimension of solidarity and job satisfaction. Practical implications The paper includes the implications for human resource management, the developing of solidarity at the workplace and for managing the strain of working overtime. Originality/value This study was the first to examine the relationship between solidarity at the workplace and job satisfaction and the moderating effects of working overtime.

Organizational commitment, job satisfaction and their possible influences on intent to turnover

Purpose The purpose of this paper is to investigate the extent to which the organizational commitment and job satisfaction influence intent to turnover. Design/methodology/approach Following a quantitative approach regarding methodological aspects of this research, a case study was carried out in a company of information technology and communication located in Porto Digital, in the Northeast of Brazil. A data collection technique with 172 forms, a self-administered form with 18 closed questions with a Likert-type scale and an open questionnaire were used. In this analysis, Statistical Package for the Social Sciences (SPSS) software was used as the technique; besides the descriptive statistics, a correlation was made between dependent variables (intention of rotation) and independent variables (affective, normative, instrumental and work satisfaction). The level of organizational commitment in its three dimensions (affective, normative and instrumental), the job satisfaction in its five dimensions (satisfaction with nature of the task, with leadership, with colleagues, with salary and promotions) and the level of intent to turnover from the respondents were investigated. Findings The results suggest that affective and normative commitments and satisfaction with pay, satisfaction with promotions and satisfaction with the nature of the work are correlated with the intention of negative turnover significantly. Among the demographic factors, only the age showed a negative correlation with intent to turnover. By performing multiple regression analysis, we identified that the variables that most impacted the turnover intention are affective commitment, satisfaction with salary and normative commitment. The qualitative portion of this study was accomplished through a content analysis of the open question of the form. Finally, one of the main considerations is the findings that revealed variables other than those adopted in the study, which influence the permanence of the respondents. Research limitations/implications Among the limitations of the research a single case study is highlighted that replicates the experience in other ICT companies to verify if the results found are similar in other organizations and in other segments. The findings direct the construction and validation of new scales, the creation of qualitative protocols to identify the variables that influence the retention of a specific group of individuals to serve as a guide for the elaboration of a questionnaire, as well as creation of surveys of longitudinal nature to correlate the data of intention of rotation with the effective turnover. Practical implications Based on the results, organizations can reduce voluntary evasion by adjusting actions, policies and practices, directing those responsible for People Management to attract and retain good employees. It should be emphasized that voluntary turnover should be treated as one of the management indicators of greater relevance by organizations, representing a thermometer of all human capital management. Social implications The monitoring of employment and unemployment levels is part of the public policy agenda for generating employment and income in Brazil. For organizations, employee turnover can and should be managed and monitored so that appropriate levels are found and their consequences are minimized through effective solutions. The results are important both for technology-based organizations and for all stakeholders interested in the subject as the public power. Originality/value Although in the international literature turnover is a topic of study for many years, in the Brazilian context, there is a shortage of research on the subject, specifically in the sector of advanced technology where there is a great lack of skilled labor, a fierce competition and where to keep employees standard high becomes a survival factor. This study may contribute to the exploration in the local literature, as it will help locate the academy on the Brazilian reality and open the doors to new research works on turnover and its possible correlations with other variables besides organizational commitment and job satisfaction.

Role of Self-Efficacy and Collective Efficacy as Moderators of Occupational Stress Among Software Development Professionals

Emergence of new professions and novel approaches to work contribute to newer causes of occupational stress. The current study focuses on one such emergent group namely, the software development professionals. An attempt has been made to examine the role of self-efficacy, collective efficacy and perception of control in the study of occupational stress. The data was collected from 156 software development professionals in India. Variables such as self-efficacy, collective efficacy and perception of control using multiple moderated regression revealed that these variables moderate the negative consequences of stress with respect to work exhaustion, organizational commitment and intent to turnover but not with respect to job satisfaction. The results indicate that self-efficacy and collective efficacy have to be strengthened in order to mitigate the negative consequences of stress. The knowledge pertaining to causes of stress can empower individuals and organizations to plan effective stress management interventions.

Role of Self-Efficacy and Collective Efficacy as Moderators of Occupational Stress Among Software Development Professionals

Emergence of new professions and novel approaches to work contribute to newer causes of occupational stress. The current study focuses on one such emergent group namely, the software development professionals. An attempt has been made to examine the role of self-efficacy, collective efficacy and perception of control in the study of occupational stress. The data was collected from 156 software development professionals in India. Variables such as self-efficacy, collective efficacy and perception of control using multiple moderated regression revealed that these variables moderate the negative consequences of stress with respect to work exhaustion, organizational commitment and intent to turnover but not with respect to job satisfaction. The results indicate that self-efficacy and collective efficacy have to be strengthened in order to mitigate the negative consequences of stress. The knowledge pertaining to causes of stress can empower individuals and organizations to plan effective stress management interventions.

Surface acting as a mediator between personality and attitudes

Purpose The purpose of this paper is to explore surface acting as a mediator in the relationships between perceptions of organizational politics and personality, with stress, turnover intentions, and job satisfaction. Design/methodology/approach Data were obtained via survey from 276 working adults, and responses were subjected to structural equation modeling to confirm the measurement model and test hypotheses. Findings Surface acting was found to mediate the relationships between perceptions of organizational politics and intent to turnover and satisfaction, and between proactive personality and intent to turnover and satisfaction. No mediating effect for surface acting was found between agreeableness and the outcomes. Practical implications Individual differences and situational contingencies do affect surface acting in the workplace, and individual work-related outcomes. Managers need to be aware of personality characteristics and situational contexts that impact surface acting in organizations to help understand the effects of potential divergent attitudes and behaviors on employee outcomes. Originality/value Previous research examining surface acting assessed behavior in light of employee-customer interactions. This research extends the study of surface acting by examining the mediating role of surface acting among new predictors including organizational politics, proactive personality, and agreeableness with stress, turnover intentions, and job satisfaction.

Attachment and mentoring

Purpose – The purpose of this paper is to examine the relationships between attachment styles, mentoring (psychosocial support and career support), organizational commitment, and turnover intent of protégés in formal faculty mentoring. Design/methodology/approach – An internet survey was conducted with a population of 125 protégés in a formal faculty mentoring program at a US university. Findings – Results from linear regression analyses revealed that protégés’ secure attachment was positively and significantly related with their organizational commitment and was negatively and significantly related to intent to turnover. Additional linear regression analyses revealed that psychosocial support and career support were positively and significantly related with protégé organizational commitment and were negatively and significantly related to intent to turnover. Hierarchical regression showed that secure attachment alone was a unique predictor of protégés’ organizational commitment and intent to turnover. Further, attachment and career support interacted to predict both organizational commitment and intent to turnover. Research limitations/implications – Although psychosocial support and career support in mentoring influence organizational commitment and turnover intent, protégés who are securely attached experience more support. Furthermore, career support the positive association between secure attachment and organizational commitment and the negative association between secure attachment and turnover intent. Originality/value – Little research has specifically addressed attachment and its links to mentoring and organizational outcomes such as organizational commitment and turnover intent in the context of faculty mentoring. Therefore, the study contributes to the understanding of how attachment and mentoring influence organizational commitment and turnover intent in academe.

In good company

Purpose – This paper aims to explore the relationships among perceived organizational support, positive relationships at work and intent to turnover through a social exchange theory lens. The main contribution of this paper is the investigation of different types of positive workplace relationships on employee withdrawal behaviors. Design/methodology/approach – A 49-item survey was developed through a review of literature related to positive workplace relationships and intent to turnover. Surveys were made available to 200 healthcare employees; 73 surveys were accurately completed and used to test a mediated model of positive relationships at work. Findings – Positive relationships at work were found to have a mediating effect between perceived organizational support and intent to turnover. Additionally, perceived organizational support was found to have direct and indirect effects on intent to turnover. Practical implications – Managers can affect employees’ intentions to turnover by improving practices that provide support to employees and encouraging positive relationships with coworkers. Additional literature related to our variables of interest suggests that employees perceive more support when their organizations offer commensurate rewards, opportunities for growth and participation in decision making. Originality/value – This study speaks to those researchers and managers interested in employees’ motivations for staying in or leaving from their organizations. Turnover and related withdrawal behaviors are expensive for organizations, so discovering the factors that members value offers organizations the ability to affect their members’ intentions to turnover. Additionally, the exploration of relationships between perceived organizational support and positive relationships at work suggests that different support mechanisms play different roles in affecting organizational and individual outcomes.

Age of Persons Supported and Factors Predicting Intended Staff Turnover: A Comparative Study

Community-based direct support professionals (DSPs) face a myriad of challenges on the job that are intensified by the complexities of supporting people with disabilities who are aging. The purpose of this study was to compare the variables of job stress/demand, empowerment/control, perceived organizational support, organizational commitment, job satisfaction, and intent to turnover (identified as attitudinal antecedents to attrition), between DSPs who primarily support aging adults with an intellectual disability and those who support younger people. Ninety-seven DSPs completed an online survey. Results indicate that DSPs who support aging adults showed statistically lower empowerment/control than their peers. Data suggest that they are also at comparatively higher risk of attrition. Implications and recommendations for strengthening this workforce are shared.