Burnout and Turnover Intentions Among Junior Counseling Faculty: Moderating Role of Mentoring

2019 ◽  
Vol 56 (2) ◽  
pp. 85-94 ◽  
Author(s):  
Hongryun Woo ◽  
Hyunhee Kim ◽  
Sangmin Park
Keyword(s):  
Turnover Intentions ◽  
Counseling Faculty ◽  
Moderating Role

Bullying and turnover intentions: how creative employees overcome perceptions of dysfunctional organizational politics

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Tasneem Fatima ◽  
Sadia Jahanzeb
Keyword(s):  
Organizational Climate ◽  
Workplace Bullying ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Content Type ◽  
Organizational Environments ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role

PurposeThis study seeks to unpack the relationship between employees' exposure to workplace bullying and their turnover intentions, with a particular focus on the possible mediating role of perceived organizational politics and moderating role of creativity.Design/methodology/approachThe hypotheses are tested with multi-source, multi-wave data collected from employees and their peers in various organizations.FindingsWorkplace bullying spurs turnover intentions because employees believe they operate in strongly politicized organizational environments. This mediating role of perceived organizational politics is mitigated to the extent that employees can draw from their creative skills though.Practical implicationsFor managers, this study pinpoints a critical reason – employees perceive that they operate in an organizational climate that endorses dysfunctional politics – by which bullying behaviors stimulate desires to leave the organization. It also reveals how this process might be contained by spurring employees' creativity.Originality/valueThis study provides novel insights into the process that underlies the connection between workplace bullying and quitting intentions by revealing the hitherto overlooked roles of employees' beliefs about dysfunctional politics and their own creativity levels.

scholarly journals WORKPLACE BULLYING AS A PREDICTOR OF TURNOVER INTENTION AMONG TEACHERS: ROLE OF JOB EMBEDDEDNESS

2021 ◽  
Vol 58 (1) ◽  
pp. 5111-5119
Author(s):  
Samrah Jamshaid, Dr Najma Iqbal Malik ,Shahida Perveen
Keyword(s):  
Regression Analysis ◽  
Turnover Intention ◽  
Workplace Bullying ◽  
Positive Relationship ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Job Embeddedness ◽  
Moderating Role

The current research aimed to investigate workplace bullying, turnover intention and job embeddedness among teachers of colleges and universities of Sargodha, Pakistan. The purposive sampling technique was used for the collection of data. Negative Act Questionnaire (Einarsen, 2001), Turnover Intention Scale (Mitchell, 2001) and Job Embeddedness Scale (Crossley et al, 2007) scales were used to measure the constructs of study. Correlation analysis discovered that workplace bullying has a positive relationship with turnover intentions, which distingue that teachers who faced bullying in the organization have more intention to quit their job. Linear Regression analysis showed a significant impact of bullying on the turnover intention. Hierarchal Regression analysis showed that job embeddedness has significant moderating role between bullying and turnover intention. The current study have some recommendations and conclusion for coming researchers who will be interested to explore the level of teacher’s embeddedness who were facing bullying.  

Moderating Role of Demands

2017 ◽  
pp. 322-338
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Hierarchical Multiple Regression ◽  
Role Stressors ◽  
Moderating Role

The purpose of the present study was to explore the direct effect of work role stressors and Demands-Abilities (D-A) fit on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of D-A fit in the relationship between work role stressors and the above mentioned employee outcomes. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 317professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Hierarchical multiple regression results showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. D-A fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high D-A fit in the prediction of job satisfaction, OCB and turnover intentions. This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study provide support for the fact that matching employees to their job can help in the mitigation of employees' stress resulting in positive employee outcomes, hence benefiting the organization in the long run.

Work role stressors and employee outcomes

2016 ◽  
Vol 24 (3) ◽  
pp. 390-414 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Content Type ◽  
Role Stressors ◽  
Subjective Fit ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of the present study was to explore the direct effects of work role stressors and subjective fit perceptions on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of person-organization (P-O) fit, demands-abilities (D-A) fit and needs supplies (N-S) fit in the relationship between work role stressors and the aforementioned employee outcomes. Design/methodology/approach The study was conducted using structured questionnaires for measuring the aforementioned variables. The sample of the study was 317 professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Findings Hierarchical multiple regression showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. Subjective fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high subjective fit in the prediction of job satisfaction, OCB and turnover intentions. Research limitations/implications This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study highlight the importance of the concept of subjective fit for the managers and the employees to help them in coping up with the demands of the job. They provide support for the fact that matching employees to their organization and job can help in the mitigation of employees’ stress, resulting in positive employee outcomes, hence benefiting the organization in the long run. Originality/value The study is the first of its kind to investigate the moderating role of P-O fit, D-A fit and N-S perceptions in the relationship between work role stressors and employee outcomes, especially in the Indian context.

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