The Effect of Foodservice Franchise Restaurant Employees' Group Cohesiveness on Organizational Commitment and Turnover Intention - A Moderating Effect of Full-time and Part-time Employment

2010 ◽  
Vol 16 (3) ◽  
pp. 205-217 ◽  
Author(s):  
정호균 ◽  
Jun-Ho Jang ◽  
정선자
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Moderating Effect ◽  
Full Time ◽  
Group Cohesiveness ◽  
Restaurant Employees ◽  
Part Time

Person-Organization Fit, Job Satisfaction, and Turnover Intention: An Empirical Study in the Chinese Public Sector

2010 ◽  
Vol 38 (5) ◽  
pp. 615-625 ◽  
Author(s):  
Bangcheng Liu ◽  
Jianxin Liu ◽  
Jin Hu
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Turnover Intention ◽  
Eastern China ◽  
Full Time ◽  
The Public ◽  
Part Time Students ◽  
Part Time ◽  
Person Organization Fit ◽  
Chinese Public

Based on a survey of 259 full-time employees in the public sector who were also part-time students for the Master of Public Administration program at a prestigious university in eastern China, it was found that person-organization (P-O) fit is a good predictor of job satisfaction and turnover intention in a Chinese context. In contrast to previous findings, the results of competition model analysis indicate that job satisfaction does work as a full mediator between P-O fit and turnover intention. In fact, P-O fit affects turnover intention through job satisfaction as a mediator.

scholarly journals Organizational commitment, job satisfaction and intention to leave: A comparative analysis between part-time and full-time faculties

2008 ◽  
Vol 16 ◽  
pp. 22
Author(s):  
Pep Simo ◽  
Jose M Sallan ◽  
Vicenç Fernandez
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intention To Leave ◽  
Full Time ◽  
Time Work ◽  
Part Time ◽  
The Relationship ◽  
Time Faculty ◽  
Part Time Work

The importance of part-time work has been growing in recent years, due to its significant increase in today's societies, and higher education institutions have not been alien to this trend. The present research tries to study the relationship between organizational commitment and job satisfaction with the intention to leave the institution, comparing part-time and full-time faculty. An empirical research, grounded in the model proposed by Currivan (1999), has been undertaken, with a sample of faculty of ETSEIAT, a college of the Technical University of Catalonia. Results show the existence of the relationships with organizational commitment, job satisfaction and intention to leave predicted in the literature, and significant differences in job satisfaction and organizational commitment between part-time and full-time faculty. The paper ends with some proposals of further research.

scholarly journals Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational Commitment

2013 ◽  
Vol 5 (4) ◽  
pp. 175-180 ◽  
Author(s):  
Faheem Rasool ◽  
Ali Hasan . ◽  
Arslan Rafi . ◽  
Abdul Rauf Kashif .
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Turnover Intention ◽  
Workplace Bullying ◽  
Positive Impact ◽  
Personal Characteristics ◽  
Intention To Leave ◽  
Moderating Effect ◽  
Moderating Effects ◽  
Harmful Effects

The main reasoning of this study is to figure out the relations among workplace bullying and turnover intention of the employee treating organization commitment as a moderating variable. Workplace bullying have a positive impact on intention to leave which reveals the widespread impact that bullying can have on targets in that still less rigorous types of bullying are coupled with victims intention to leave the workplace (e.g. department), the organization or the job. Workplace bullying are more relevant to systematic flaws in the organization and less to employees’ performances while person-related bullying is related more to the personal characteristics of the victims, so irrespective of their commitment, exit from the organization in such circumstances happens to be the preferable alternative for the victim. This study provides an insight that the harmful effects of workplace bullying could be handled effectively through the moderating effects of organizational commitment on the relation between workplace bullying and intention to leave. It therefore, required conducting a further study on the join effects of organizational commitment and bullying in terms of some other variables such as in-role job performance, which are vital to the working of the organizations.

Organizational Commitment and Leadership in Higher Education Institutions

2014 ◽  
Vol 5 (9) ◽  
pp. 7 ◽  
Author(s):  
Nohora Bohórquez Bohórquez
Keyword(s):  
Organizational Commitment ◽  
Leadership Style ◽  
Quantitative Research ◽  
Multifactor Leadership Questionnaire ◽  
Full Time ◽  
Leadership In Higher Education ◽  
Multifactor Leadership ◽  
National University ◽  
Part Time ◽  
The Relationship

The proposed research aims to determine the relationship between dean´sleadership and organizational commitment among faculty at universities in Colombia. A quantitative research design will guide the study to determine therelationship among leadership style of deans and organizational commitment. The multifactor leadership questionnaire (MLQ) developed by Bass in 1985 andthe organizational commitment questionnaire (OCQ) developed by Meyer andAllen in 1999 will be the instruments administered to collect the data and toexplain the relationship among the proposed variables. The study sample includes part-time and full-time faculty of the National University of Colombia, Sergio Arboleda University and CESA University located in the city of Bogotá,Colombia.

Relationships Among Future Time Perspective, Career and Organizational Commitment, Occupational Self-efficacy, and Turnover Intention

2015 ◽  
Vol 43 (9) ◽  
pp. 1547-1561 ◽  
Author(s):  
In-Jo Park ◽  
Heajung Jung
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Time Perspective ◽  
Career Commitment ◽  
Future Time Perspective ◽  
Equation Modeling ◽  
Full Time ◽  
Future Time ◽  
Wide Range

We examined how future time perspective (FTP) is related to the career-related variables of occupational self-efficacy, career commitment, and organizational commitment, and how it indirectly influences turnover intention. Full-time employees (N = 555) in a wide range of industries participated in this research. We used structural equation modeling and the biased-corrected bootstrapping method of testing for mediation to analyze the data. Results showed that FTP had a direct effect on occupational self-efficacy and career commitment and an indirect effect on turnover intention through the mediators of occupational self-efficacy and career commitment. Occupational self-efficacy indirectly influenced turnover intention through the mediators of career commitment and organizational commitment. Implications of FTP in the field of human resources are discussed.

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