scholarly journals Determinants of the Turnover Intention of Construction Professionals: A Mediation Analysis

2020 ◽  
Vol 12 (3) ◽  
pp. 954 ◽  
Author(s):  
Mehmet Nurettin Uğural ◽  
Heyecan Giritli ◽  
Mariusz Urbański
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Mediating Effect ◽  
The Self ◽  
Equation Modeling ◽  
Self Construal ◽  
The Impact

The voluntary turnover rate of qualified professionals is both a critical issue and a priority issue that affects organizations in different ways. The construction industry has a set of very specific and unique characteristics that demarcates it from all other sectors. This situation is related with strong precariousness and employee turnover, as well as the extensive practice of subcontracting. Furthermore, the construction sector, with its project-based production, is more vulnerable to voluntary turnover intention. Therefore, we aimed, in this study, to determine the key factors that contribute to the voluntary turnover intentions of qualified construction professionals. In this paper, the impact of individual-level value orientations on turnover intention in the construction settings, focusing on the mediating effect of external prestige and organizational identification, are investigated. Structural Equation Modeling (SEM) is employed to estimate the causal relationships between the turnover intention and other research variables. The analyses are based on questionnaire responses from 441 construction professionals living in Istanbul. The findings indicate that an individual difference in the self-construal is related to turnover intention indirectly by virtue of employees’ perceptions of organizational prestige. Organizational identification also partially mediated the relationship between the self-construal and the turnover intention.

Structural empowerment and serving culture as determinants of organizational identification and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Radoslaw Nowak
Keyword(s):  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Joint Effect ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Structural Empowerment ◽  
Content Type ◽  
Employee Identification ◽  
The Relationship

Purpose This paper aims to provide an alternative explanation for how organizations could increase levels of organizational identification, in turn reducing employee turnover intention. Specifically, the study empirically tests the joint effect of two types of organizational resources – structural empowerment and serving culture (SE*SC) – on employee identification. Moreover, it investigates the mediating effect of organizational identification on the relationship between the joint effect (SE*SC) and turnover intention. Design/methodology/approach The data were collected in 2018 from employees working in a higher education institution located in the USA. Structural equation modeling was used to test the proposed model. Findings Statistical analysis reveals the positive joint effect (SE*SC) on organizational identification and the mediating effect of identification on the relationship between the joint effect (SE*SC) and turnover intention. Originality/value This study contributes to past research by revealing a new important mechanism. Business organizations could increase levels of employee identification and, in turn, reduce turnover by providing empowering resources that allow employees to successfully complete their jobs. Moreover, the study also contributes to practice by providing some recommendations that managers may implement to improve internal effectiveness in their respective organizations.

Servant leadership, organizational identification and turnover intention: an empirical study in hospitals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sunil P. Omanwar ◽  
Rakesh Kumar Agrawal
Keyword(s):  
Servant Leadership ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Using Data

Purpose This paper aims to study the relationship between servant leadership (SL), employee turnover intention (TI) and organizational identification (OI) in hospitals. Design/methodology/approach The study uses a quantitative approach to investigate the relationships between SL, OI and TI, using data collected from a sample of 266 front-facing employees in a private Indian hospital setup. Structural equation modeling is used to analyze the data and test the hypotheses. Findings The findings reveal that servant leadership has a positive relationship with organizational identification and negatively impacts turnover intentions of the front-facing employee. Further, the study also reveals, contrary to expectations, organizational identification has no significant mediating effect between servant leadership and turnover intentions. Research limitations/implications This research is limited to front-facing employees in hospitals and the study may be extended to other industries in the service sector. Future studies may consider other mediating and moderating variables to fully understand the mechanism of impact of servant leadership on turnover intention. Multi-level studies can also be carried out. Practical implications With the ever-increasing expectations for better patient care, robust leadership models have required that address front-facing employee’s well-being, enabling their attention toward patients. This paper provides the impetus for the development and adoption of servant leadership specifically within hospitals and the service sector. Originality/value This study is one of the few studies that empirically examines servant leadership in the health-care domain. The study also contributes to the extant literature on servant leadership by empirically examining the mediation effect of organizational identification between SL and TI. To the authors’ best of knowledge, this study may be the first of its kind, providing evidence of servant leadership’s impact on turnover intention and organizational identification in hospitals using data from the Indian context.

Modeling the impact of employee engagement and happiness on burnout and turnover intention among blue-collar workers at a manufacturing company

2019 ◽  
Vol 27 (2) ◽  
pp. 499-516 ◽  
Author(s):  
Nivethitha Santhanam ◽  
Sharan Srinivas
Keyword(s):  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Blue Collar ◽  
Equation Modeling ◽  
Content Type ◽  
Blue Collar Workers ◽  
Manufacturing Facilities ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of engagement on job burnout and turnover intention (plan to leave the organization) among blue-collar workers in manufacturing facilities. In addition, this study also explores the role of happiness as a moderator in explaining the effect of engagement on burnout and turnover intention. Design/methodology/approach The data required to examine the hypothesis were collected using well-established research instruments from 1,197 blue-collar employees working at three manufacturing facilities that are owned and operated by the same company in India. The hypotheses were examined and the conceptual model was validated using structural equation modeling. The statistical analyses were conducted using two statistical packages, namely, SPSS and SPSS–AMOS. Findings The results indicate that a disengaged employee is at higher risk of burnout and is likely to leave the organization in the near future. Furthermore, employee burnout was positively associated with turnover intentions. Happiness was established as a significant moderating factor in the relationship between employee engagement and burnout and turnover intention. Besides, the prevalence of happiness and turnover intention was higher in males. Practical implications The results showed the importance of engagement and happiness on reducing burnout and turnover intention. Organizations could capitalize on these findings by implementing new and improving their existing quality management initiatives, which, in turn, could improve the employee’s organizational commitment. Originality/value This study contributes to the industry and academia by exploring the perceptions of working-class, blue-collar employees, which has received limited attention till date, despite specific negative job characteristics.

scholarly journals The link between talent management, organizational commitment and turnover intention: A moderated mediation model

2021 ◽  
pp. 2011-2020
Author(s):  
Khairieh Abu Dayeh ◽  
Panteha Farmanesh
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Talent Management ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Employee Outcomes ◽  
Moderated Mediation Model

It has been suggested that talent management (TM) has a direct and significant relationship with a number of employee outcomes. This is while the number of studies examining the process of TM leading to these outcomes are limited. Therefore, the main purpose of this study is to present a new model for analyzing processes of TM and its linkage with several employee and organizational outcomes that are organizational commitment and turnover intentions. Additionally, the present paper involves a mediating factor (P-O fit) alongside a moderating variable that is, Organizational Culture. A sample of 510 employees were selected from different banks located in Amman, Jordan. Mediation and moderation models were tested through structural equation modeling (SEM). The findings, being in consensus with previous studies, showed that TM has a linkage with both TI and Organizational Commitment. Mediating effect of P-O fit was shown with both aforementioned variables. In addition, the moderation effect of organizational culture on the relationship between TM and TI was found. The study contributes to the literature of the topic by providing a fit model to explain the linkage of TM and a number of organizational and employee outcomes. Bank managers can benefit by being aware and implying TM practices within their firms to further develop company advancements and attending to their employees based on new HRM trends.

Workplace Bullying and Turnover Intention: Exploring Work Engagement as a Potential Mediator

2017 ◽  
Vol 121 (2) ◽  
pp. 375-392 ◽  
Author(s):  
Melinde Coetzee ◽  
Jeannette van Dyk
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Workplace Bullying ◽  
Social Cognitive ◽  
Turnover Intentions ◽  
Mediating Effect ◽  
Equation Modeling ◽  
High Turnover ◽  
Cross Sectional

Employees’ turnover intentions may entail expensive consequences for companies. The study examined the mediating effect of work engagement in the relationship between workplace bullying and turnover intention. Using a cross-sectional sample of 373 employees, structural equation modeling and mediation analysis showed that perceptions of work- and person-related bullying were linked to low levels of vigor and dedication which in turn were associated with high turnover intention. Work engagement partially mediated the effect of high workplace bullying on high turnover intention. The results were interpreted from a social cognitive perspective and recommendations for practice were made.

The impact of workplace spirituality on voluntary turnover intentions through loneliness in work

2017 ◽  
Vol 33 (1) ◽  
pp. 81-110 ◽  
Author(s):  
Mohammed Yasin Ghadi
Keyword(s):  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Voluntary Turnover ◽  
Workplace Spirituality ◽  
Equation Model ◽  
Valuable Insight ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to examine a hypothesized model investigating the influence of workplace spirituality on turnover intentions through the academics loneliness in universities in Jordan. Design/methodology/approach A translated pre-determined survey on a sample of Jordanian academics from universities was used. A total of 381 usable returns were collected for the analysis (i.e. response rate of 84.6 percent). Structural equation model (SEM) and tow-step modeling approach using AMOS were implemented to obtain the best fit model and to determine the role of loneliness in work as a mediator between workplace spirituality and voluntary turnover intentions. Findings As predicted, the hypothesized model best fits the data. The results of simple mediation analysis and SEM also contribute to the clarification of the causal relations between workplace spirituality and turnover intentions in one hand and workplace spirituality and loneliness in work on the other hand. Moreover, the results revealed that the influence of workplace spirituality on voluntary turnover intention was partially mediated by loneliness in work. The results support a partial mediation relationship as the total effect of workplace spirituality on voluntary turnover intentions attenuated slightly but remained significant upon the introduction of loneliness in work. Research limitations/implications The results of this study might only be generalized to universities and similar contexts. Moreover, although the sample of the study was yielded from sample in Jordanian universities, the common methods bias might be a problem in generalizing the results. Practical implications The findings could provide decisions makers with valuable insight to focus on building training programs in order to understand the benefits of enriching spiritual environment and be more supportive of spirituality movement. Furthermore, organizations can design some of activities that make work environment more meaningful. Originality/value This study is unique as it is the first that examined theoretically and empirically the influence of workplace spirituality on turnover intentions through loneliness in work on a sample of Jordanian academics.

Career adaptability as protagonist on contemporary rural migrant workers’ turnover intention: The mediating effect of organization embeddedness and organizational identification

Work ◽  
2021 ◽  
pp. 1-12
Author(s):  
Tang Meirun ◽  
Sobia Bano ◽  
Syed Khurram Ali Jafri ◽  
Muhammad Zulqarnain Arshad ◽  
Muhammad Umair Javaid ◽  
...  
Keyword(s):  
Migrant Workers ◽  
Rural Areas ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Career Adaptability ◽  
Rural Migrant ◽  
Rural Migrant Workers

BACKGROUND: Contemporary migrant workers from rural areas demonstrate high turnover behaviors in China and pose substantial threats to China’s economic growth. OBJECTIVE: This study aimed to explore the causes of this short-term employment from the perspective of individual dispositions in terms of career adaptability. This study investigated organization embeddedness and organizational identification as underpinning mechanisms linking career adaptability to turnover intention. The hypotheses explanations were provided according to the Conservation of Resources theory. METHODS: Survey data were collected from 379 migrant workers from rural areas in the manufacturing sectors of China, and the structural equation modeling technique was used to find the range of outcomes. RESULTS: The empirical results demonstrate that career adaptability does not meaningfully predict turnover intention but is positively and significantly related to organization embeddedness and organizational identification. Organization embeddedness and organizational identification both negatively and significantly predicted turnover intention and also played as a conciliator in the association between career adaptability and turnover intention. CONCLUSION: Our results suggest management and human resource specialists can directly influence the turnover intention of contemporary rural migrant workers via paying attention to these two critical factors, namely, organization embeddedness and organizational identification.

How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

2020 ◽  
pp. 1-12
Author(s):  
Sebastian Holzwarth ◽  
George Gunnesch-Luca ◽  
Roman Soucek ◽  
Klaus Moser
Keyword(s):  
Organizational Communication ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Communication In Organizations ◽  
Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

scholarly journals The Relationship of CSR Communication on Social Media with Consumer Purchase Intention and Brand Admiration

2021 ◽  
Vol 16 (5) ◽  
pp. 1217-1230
Author(s):  
Shuchi Gupta ◽  
Nishad Nawaz ◽  
Adel Abdulmhsen Alfalah ◽  
Rana Tahir Naveed ◽  
Saqib Muneer ◽  
...  
Keyword(s):  
Social Media ◽  
Purchase Intention ◽  
Structural Equation ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Csr Communication ◽  
Consumer Purchase Intention ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

With the advent of the Internet and other digital technologies, contemporary businesses from all sectors are using social media for communication with consumers to engage them meaningfully with a brand. However, the use of social media for corporate social responsibility (CSR) communication is relatively new to the existing literature. Likewise, the impact of CSR communication through social media (CSR-S) on consumer emotions and behavior is, to date, underexplored. To address this, the present research aims to test the relationship of CSR-S on brand admiration and consumer purchase intention. The study proposes a direct relationship between CSR-S and purchase intention with a mediating effect of brand admiration. The data were collected from the banking consumers of Pakistan through a self-administered questionnaire. The authors distributed 800 questionnaires and received 463 questionnaires useful for data analysis, so the present research study response rate was around 59%. The data were analyzed using the structural equation modeling (SEM) technique in AMOS. The results revealed that CSR-S is positively related to purchase intention (β = 0.233). The results further showed that brand admiration partially mediates this relationship (β = 0.079). The survey respondents confirmed that their bank’s CSR communication helps enhance their purchase likelihood and their feelings of admiration for their bank. These findings will help policymakers at banking institutions better understand the importance of CSR communication on different social media platforms to achieve consumer-related outcomes.

scholarly journals Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

2015 ◽  
Vol 5 (4) ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychiatric Hospitals ◽  
Developed Countries ◽  
Intention To Quit ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Government ◽  
The Impact

<p><em>Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse’s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse’s intention to quit.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee’s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.</em></p><p><em> </em></p>

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