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Work engagement, burnout and related constructs as predictors of turnover intentions  [cached]
Janine du Plooy,Gert Roodt
South African Journal of Industrial Psychology , 2010, DOI: 10.4102/sajip.v36i1.910
Abstract: Orientation: The focus of the study was to investigate the predictive relationship between the work engagement-burnout continuum and turnover intentions. Research purpose: The main purpose of the study was to determine whether work engagement, burnout, organisational citizenship behaviour (OCB) and work alienation are predictors of turnover intentions. Motivation for the study: Organisations operating within the 21st century face significant challenges in the management of talent and human capital. One in particular is voluntary employee turnover and the lack of appropriate business models to track this process. Research design, approach and method: A secondary data analysis (SDA) was performed in a quantitative research tradition on the cross-sectional survey data collected from a large South African Information and Communication Technologies (ICT) sector company (n = 2429). Main findings: The results of the study confirmed the predictive model (work engagement, burnout, OCB and work alienation) of turnover intention. Specifically, work engagement and OCBs were significantly negatively related to turnover intention; whilst burnout and work alienation were significantly positively related to turnover intention. Several third-variable relationships, such as biographic and demographic variables, indicated statistical significance. Practical/managerial implications: Practical implications of the study could impact on human resource (HR) value-chain activities in the form of evidence-based and improved recruitment and selection procedures, employee retention strategies and training and development interventions. Issues concerning talent management could also be addressed. Contribution/value-add: The study described in this article took Industrial/Organisational (I/O) psychological concepts and linked them in unique combinations to establish better predictive validity of a new turnover intentions model. How to cite this article: Du Plooy, J., & Roodt, G. (2010). Work engagement, burnout and related constructs as predictors of turnover intentions. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(1), Art. #910, 13 pages. DOI: 10.4102/sajip.v36i1.910
Influence of Relational Psychological Contract and Affective Commitment in the Intentions of Employee to Share Tacit Knowledge  [PDF]
Petra Salazar-Fierro, Josefa Melgar Bayardo
Open Journal of Business and Management (OJBM) , 2015, DOI: 10.4236/ojbm.2015.33030
Abstract: Organizational knowledge represents an organized group of data and information created and maintained by individuals and business through regulations and procedures [1]. It is essentially related to human action and it is part of the company’s intangible assets [2]. This continuous and complex interaction works as a reciprocal process based on a psychological contract full of reciprocal expectations which stipulate the terms of trade and engagement between people and organizations. On one hand, organizations offer rewards, while on the other hand, employee provides his contribution, conceptualized as partners willing to invest their resources as they reach their objectives and obtain mutual benefits. When tacit knowledge is shared, it allows the creation ideas that contribute to innovation, the increases of firm value and the development of sustainable competitive advantages among others advantages. This paper is based on a comprehensive literature review, by analyzing scientific papers, whose purpose is to examine the influence of relational psychological contract and affective commitment in the intentions of employee to share tacit knowledge, as factors for the transfer to be successful.
Organizational Commitment and Turnover Intentions: Impact of Employee’s Training in Private Sector of Saudi Arabia  [cached]
Khawaja Jehanzeb,Anwar Rasheed,Mazen F. Rasheed
International Journal of Business and Management , 2013, DOI: 10.5539/ijbm.v8n8p79
Abstract: The purpose of this paper is to investigate impacts of training on organizational commitment and turnover intentions in private sector of Saudi Arabia. The study seeks to focus the relationship between organizational commitment and turnover intentions of the employees. A literature review of organizational commitment and employee turnover provides the basis for the research model and hypotheses. A self-administered questionnaire was used, involving 251 respondents from leading private organizations of Saudi Arabia to collect data and testing the existing theory. The results provide strong support for the hypothesis that is the negative relationship between organizational commitment and turnover intention. Employees’ training is significantly correlated with organizational commitment, turnover intentions and the commitment-turnover relationship.The sample was limited to private organization in Saudi Arabia. It may not be appropriate to generalize the findings across other populations or settings. However, the sample can be viewed as a representative case typical of many other organizations in the same industry. The results provides insight into the impact of organizational commitment on turnover intentions in the specific private sector of Saudi Arabia, which might benefit for managers and policy makers of the concerned organizations and in general for the whole sector. The paper studies the problems that exist in the private sector of Saudi Arabia.
Perception of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution
Adam Martin,Gert Roodt
South African Journal of Industrial Psychology , 2008, DOI: 10.4102/sajip.v34i1.415
Abstract: A merger can be considered both a phenomenological and signifcant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were investigated. A predictive model (determined the “best” of 15 predefned models) of turnover intentions was developed for employees of a South African tertiary institution (having undergone its own recent merging process). A systematic model-building process was carried out incorporating various techniques, among others structural equation modelling and step-wise linear regression. The fnal predictive model explained 47% of the variance in turnover intentions. Contrary to expectations, commitment does not correlate more strongly than satisfaction does with turnover intentions.
Comparative analysis of teachers’ perception of equity, pay satisfaction, affective commitment and intention to turnover in Botswana
Baakile Motshegwa
Journal of Management Research , 2010, DOI: 10.5296/jmr.v3i1.501
Abstract: The purpose of the paper was to investigate the relationships between equity, pay satisfaction, affective commitment and intention to turnover among junior and senior secondary school teachers in Botswana. A total of 232 usable responses were received comprised of 121 Community Junior Secondary School (CJSS) teachers and 111 Senior Secondary School (SSS) teachers. The results of the study indicate that even though the studied teachers are at different levels of schools, there were no major differences in the way the perceived the variables studied. The relationship between equity and pay satisfaction was strong and significant for both junior and senior secondary school teacher. The relationship between equity and affective commitment, pay satisfaction and intention to turnover, and affective commitment and intention were all significant at p < .001. In both the two samples the relationship between pay satisfaction and intention to turnover was negative as well as the relationship between affective commitment and intention to turnover. The hypotheses for this study were supported. The major conclusions are that teachers’ perception of these variables is similar regardless of whether they are at a junior or senior school. Secondly, even though junior secondary school teachers are supposed to hold diplomas, some have a degree that is why there seem to be the same level of understanding of issues by both the two streams.
Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context  [cached]
Mohd H. R. Joarder,,Mohmad Yazam Sharif,,Kawsar Ahmmed
Business and Economics Research Journal , 2011,
Abstract: The present study was designed to examine the dimensions of HRM practices that may cause faculty turnover decision among the private university faculty members in Bangladesh. The role of affective commitment as the mediator in the proposed relationship was also investigated. A total of 317 faculty members of the private universities participated, completed and returned the questionnaire which represented 57% response rate of the study. Multiple regression analyses were used to test the hypotheses of the study. The results of the study revealed that out of six HRM practices used in this study three were found highly significant and negatively related to turnover intention. The study also found that affective commitment mediates the proposed relationship between HRM practices and turnover intention. Limitations and suggestions for future research are forwarded.
Intrinsic Motivation, Job Autonomy and Turnover Intention in the Italian Healthcare: The mediating role of Affective Commitment  [cached]
Maura Galletta,Igor Portoghese,Adalgisa Battistelli
Journal of Management Research , 2011, DOI: 10.5296/jmr.v3i2.619
Abstract: Drawing on Self-Determination and Work Characteristics theories, we hypothesized that job autonomy and intrinsic motivation were key exogenous variables positively related to affective commitment, which in turn is negatively related to turnover intention, by performing a mediating role. A sample of 442 nurses has been involved in this research. Through the cross-validation technique, the results showed that the hypotheses of this study were supported and affective commitment completely mediated the relationships between job autonomy, intrinsic work motivation and turnover intention. These findings have important implications for healthcare organizations by helping to promote effective work environments and major opportunities of responsibility to workers to develop their own activity. Conclusions were examined considering practical implications for organizations, employees and the need for further researches.
The Influence of Affective Commitment on Citizenship Behavior and Intention to Quit among Commercial Banks’ Employees in Nigeria  [cached]
Akinyemi Benjamin
Journal of Management and Sustainability , 2012, DOI: 10.5539/jms.v2n2p54
Abstract: The purpose of this study was to investigate the influence of affective commitment on discretionary work behaviour and intention to quit among employees in selected post-consolidation Nigerian commercial banks. Using the quantitative approach, data were collected through a structured questionnaire administered to full-time employees of eight Nigerian post-consolidation era commercial banks out of which 303 were returned. The research results, based on respondents’ perceptions, revealed that affective commitment had a statistically significant relationship with organizational citizenship behavior and voluntary turnover intentions. The practical organizational and managerial implications of the results were discussed.
Transformational Leadership, Job Satisfaction, Organizational Commitment, and Turnover Intentions: The Direct Effects among Bank Representatives  [PDF]
Mahmoud Kamal Abouraia, Saad Mohammed Othman
American Journal of Industrial and Business Management (AJIBM) , 2017, DOI: 10.4236/ajibm.2017.74029
Abstract: Transformational leadership is the current design for numerous financial institutions which manifests how bank executives could impact psychological as well as behavioral repercussions of their bank representatives. The ultimate intention of this descriptive research study is to identify the connection between transformational leadership, job satisfaction and organizational commitment of workforces operating in the financial market of Jeddah, Saudi Arabia. A five-point Likert-scale questionnaire, containing 38 survey items, separated right into four components which developed and reviewed. Four financial institutions were sorted out on a straightforward and unique testing principle. An overall of 300 questionnaires apportioned in four banks from which 181 questionnaires reciprocated with 60.33 percent response rate. For the objective of manipulation and analysis, useable data grasped to a software package called SPSS. The integrity of the questionnaire was examined and found to be 0.85. The research outcomes unveiled a robust assistance for the proposed significant and positive connection between transformational leadership, job satisfaction, and organizational commitment of bank representatives. The outcomes additionally suggested the inverted relationship among personnel’s job satisfaction as well as for purposes to abdicate from their financial institutions.
Empirical Research on Relationship of Caddies’ Reward Satisfaction, Organizational Commitment and Turnover Intention  [PDF]
Xu Yongmei, Jiang Jiankai
Chinese Studies (ChnStd) , 2015, DOI: 10.4236/chnstd.2015.42009
Abstract: Based on the situation of turnover of golf caddies, we study the relationship of caddies’ reward satisfaction, organizational commitment, and turnover intention in Shenzhen, China. The research shows that 1) caddies’ gender, education, grade, and years of working make a significant difference in turnover intention; 2) caddies’ reward satisfaction has a significant positive impact on organizational commitment, caddies’ reward satisfaction, organizational commitment has a significant negative impact on turnover intention, and affective commitment and continuance commitment have a significant negative impact on turnover intention; 3) caddies’ organizational commitment tends to mediate between the relationship of reward satisfaction and turnover intention. This paper also proposes some recommendations to improve caddies’ reward satisfaction, organizational commitment, and reduce the turnover intention for golf club managers.
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