scholarly journals A STRUCTURAL EQUATION MODEL USING LISREL-8.7, FOR MEASURING THE IMPACT OF THE ANTECEDENTS OF PEOPLE MANAGEMENT PRACTICES AND ORGANIZATIONAL LOYALTY ON EMPLOYEE RETENTION: INDIAN PERSPECTIVE

2020 ◽  
pp. 34-41
Author(s):  
M. Devi Rajesh
Keyword(s):  
Organizational Citizenship ◽  
Structural Equation ◽  
Employee Retention ◽  
Management Practices ◽  
Voluntary Turnover ◽  
Equation Model ◽  
New Employees ◽  
Organizational Loyalty ◽  
The Impact ◽  
Indian Perspective

There is a huge issue of turnover in any of the organization. It is a mis-perception that all turnovers are horrendous, and that must dodge. All things considered if an organization does not have an adjusted level of turnover, it will bring about the dreary framework, and that organization won't approach new thoughts, change dynamism and imagination. Turnover influences painfulness and purchaser's bliss (Koys, 2001). Our worry is that the required turnover must exist, however the undesirable voluntary turnover ought to be diminished or dodged. In the present focused condition workers leave their organization for different reasons. As the learning of employees have turned out to be very basic in increasing upper hand in the present business atmosphere (Hall, 1993). The organizations are endeavoring to hold the best employees. The Importance of human asset administration rehearses and organizational reliability and their retention is perceived. At first, since assets are rare and furthermore in light of the fact that the opposition by organizations to have the best and most gifted employees for their organization (Chambers et al., 1998) lastly on the grounds that Turnover additionally annihilates the client trust in the company (Koys, 2001). Clients would prefer not to educate about their needs to the new employees. So it is smarter to hold employees that can keep clients. In the focused environment, the retention of skilled employees is horrendous. KEYWORDS: organization, promotion, work-life approaches, work attributes, organizational citizenship

scholarly journals A Structural Equation Model for Measuring the Impact of Human Resource Management Practices and Organizational Loyalty on Employee Retention: An Indian Perspective

2017 ◽  
Author(s):  
Deepa Naidu ◽  
Devi Rajesh
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Employee Retention ◽  
Management Practices ◽  
Equation Model ◽  
Organizational Loyalty ◽  
Human Resource Management Practices

The role of human resource management practices and organizational loyalty dealing with employee retention has been widely explored and examined in the existing literature. The majority of human resource management researchers have focused on the role of policies and practices in different sectors related to employee retention. However, less attention has been given to identifying the practices and procedures common across all industries and sectors. The present study attempts to determine and examine the most important constructs like HR practices and organizational loyalty of employee retention management and proposes a comprehensive structural equation model to measure the impact of these constructs on employee retention. After an extensive review of the literature, organizational loyalty, and human resources management practices like recruitment and selection, compensation and benefit, training and development, supervision and evaluation have been identified as four essential practices dealing with employee retention and are common across all industries. These practices constitute the component factors of an employee retention management predicting employee’s turnover intentions. The survey method was adopted, and the original data obtained through the self-administered questionnaire. The valid one hundred and eighty-nine (189) respondents analyzed by using Lisrel 8.7, Structural equation model (SEM) analysis results shows that human resource management practices and organizational loyalty have strong positive impact on employee retention. This study tends to assist human resource managers and decision makers in selecting the appropriate motivating factors to retain and satisfy their employees

Can the sense of ta’awun behavior reduce voluntarily job turnover in Indonesia?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ken Sudarti ◽  
Olivia Fachrunnisa ◽  
Alifah Ratnawati
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Voluntary Turnover ◽  
Job Embeddedness ◽  
Equation Model ◽  
Citizenship Behavior ◽  
Content Type

Purpose This study aims to examine the role of ta’awun in reducing voluntary turnover intention. The authors defined ta’awun as the willingness to help colleagues without being asked and expecting rewards as promised by Islam. Also, the antecedent variables of organizational identification and job embeddedness are used to predict ta’awun. Design/methodology/approach This study used 216 respondents from Islamic Universities in Indonesia. Structural equation model was used to analyze data and test the empirical model. Findings Job embeddedness and organizational identification can improve ta’awun behavior. Ta’awun behavior has also been proven to be able to reduce voluntary turnover intention as well as successfully mediating the relationship between job embeddedness and organizational identification with voluntary turnover intention. Research limitations/implications Ta’awun enriches organizational citizenship behavior (OCB) studies which are intervened with Islamic values. The questionnaire given to respondents are very susceptible for self-response bias so that this type of bias influences the conclusion. Thus, consistency of results can be retested in several different objects. Practical implications Organizations need to consider the factor of religiosity when recruiting employees. HRM practices need to be encouraged to create organizational identification through pride in the organization to reduce voluntary turnover intention through ta’awun behavior. Originality/value The Ta’awun concept is a refinement of the previously existing concept, which is OCB. Orientation in the world and the hereafter that underlies this ta’awun behavior is more effective in reducing the intention of voluntary displacement.

A Structural Equation Model for Measuring the Impact of Employee Retention Practices on Employee’s Turnover Intentions: An Indian Perspective

2014 ◽  
Vol 1 (2) ◽  
pp. 221-247 ◽  
Author(s):  
Vaneet Kashyap ◽  
Santosh Rangnekar
Keyword(s):  
Human Resource ◽  
Structural Equation Model ◽  
Employee Turnover ◽  
Structural Equation ◽  
Employee Retention ◽  
Turnover Intentions ◽  
Equation Model ◽  
Retention Management ◽  
The Impact

The role of human resource management practices dealing with employee turnover has been widely explored and examined in the existing literature. The majority of human resource management researchers have focused on the role of policies and practices in different sectors related to employee retention. However, less attention has been given to identify the practices and policies common across all industries and sectors. The present study attempts to identify and examine the most important practices of employee retention management and proposes a comprehensive structural equation model to measure the impact of these practices on employee’s turnover intentions. After an extensive review of literature, compensation, job characteristics, training, career opportunities and work–life balance have been identified as five important practices dealing with employee turnover and are common across all industries. These practices constitute the component factors of an employee retention management predicting employee’s turnover intentions. A five-factor scale with a 33-item measurement model has been validated in the study. Theoretical and managerial implications are discussed in the light of the findings.

scholarly journals Is Perceived Organizational Support an Antecedent of Employee Behaviour?

2021 ◽  
Vol 11 (1) ◽  
pp. 351
Author(s):  
Nor Azima Ahmad ◽  
Siti Salwa Salim ◽  
Fariza Md Sham
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Equation Model ◽  
The Impact ◽  
Practical Implications

Employee is one of the most valuable asset in an organization. It is important to provide support to the employee to ensure their welfare is guaranteed. This paper measures the impact of perceived organizational support on employee behaviour.  Questionnaire survey data was collected from 114 respondents who are presently employed at a public organization in Malaysia. The partial least squares structural equation model (PLS-SEM) was used to test the hypotheses. There are four findings derived from the data, first: supervisor support negatively correlated with organizational commitment. Second, supervisor support positively correlated with organizational citizenship behaviour. Meanwhile, third procedural justice positively correlated with organizational commitment. Lastly, procedural justice positively correlated with organizational citizenship behaviour. Theoretical and practical implications, as well as limitations, are discussed.

scholarly journals The Impact of Organizational Culture Towards Organizational Citizenship Behavior Through Job Satisfaction and Competency Among Online Media Employees

2021 ◽  
Vol 21 (1) ◽  
pp. 193
Author(s):  
Rina Anindita ◽  
Nandya Putri Bachtiar
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Work Satisfaction ◽  
Equation Model ◽  
Citizenship Behavior ◽  
Online Media ◽  
Media Industry ◽  
The Impact

<p><em>The objective of this research is to identify whether the organizational culture becomes the correct foundation to increase organizational citizenship behavior with work satisfaction and competency. This research is expected to become a reference for the next research about the impact of organizational culture on organizational citizenship behavior based on work satisfaction and competency. On top of that, this research is expected to provide valuable information so it can become a base study or consideration for a company, especially in the media industry to effectively manage its human resources. Media industry have a unique character because they give freedom to their employee to make them get used to multitasking. Therefore, it needed support from an external factor which is to create a good organizational culture that will create work satisfaction and develop competencies as well as improve OCB behavior among employees. This research is conducted by using questioners with 245 respondents that work in online media from December to January 2020. The data has been analyzed by using Structural Equation Model (SEM). The result of this research shows that there is a relationship between organizational culture the work satisfaction among the employee of the online media industry. Furthermore, there is a relationship between organizational culture towards employee competency in the online media industry and it also shows a relation between work satisfaction towards organizational citizenship behavior in online media industry employees. Lastly, the result also shows a relation between competency towards organization citizenship behavior in online media industry employees. On the other hand, work satisfaction and competency also mediate the relation between organizational culture and organizational citizenship behavior.</em></p>

scholarly journals ORGANIZATIONAL CITIZENSHIP BEHAVIOUR THAT MEDIATED THOSE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE TOWARDS EMPLOYEE PERFORMANCE AT XYZ ORGANIZATION

2021 ◽  
Vol 2 (3) ◽  
pp. 411-419
Author(s):  
Aprilian Rahmawaty ◽  
Singmin Johanes Lo
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Equation Model ◽  
Research Population ◽  
Sample Method ◽  
The Impact

Main purpose of this research was to explored An organizational citizenship behaviour's influenced that mediate the impact from transformational leadership and organizational culture towards employee performance at XYZ organizational. Research population was all employees from XYZ Organization, amounting to 113 employees. Sample method by non-probability sampling with saturated sampling as sampling technique so respondents chosen was 113 respondents. Data analysis method in this research used Structural Equation Model (SEM) with assist of Smart PLS version 3.2.9 program. These result indicated that transformational leadership and organizational culture has a positive and significant influence on employee performance Likewise to organizational citizenship behaviour.

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.

scholarly journals An Impact of Employee Commitment and Organizational Climate on Employee Job Satisfaction and Retention in Star Hotels in Coimbatore District

2019 ◽  
Vol 8 (3) ◽  
pp. 6500-6503
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Structural Equation ◽  
Employee Retention ◽  
Employee Commitment ◽  
Equation Model ◽  
Job Opportunities ◽  
Coimbatore District ◽  
Commitment Level ◽  
The Impact

In the competitive world, the hotel has become a rapidly growing industry. It has created more job opportunities and developed infrastructure. The inspiring growth of Foreign Tourist Arrivals (FTAs) shows that India still has a huge untapped potential in tourism. In this study we look into the impact of organizational climate and employee commitment on job satisfaction and employee retention. The structural equation model (SEM) is carried out to identify the importance of climate and its effects on the commitment level of employees, and assess the employee’s job satisfaction and employee retention in the hotel industry. It explores how employee commitment and organization climate help them get job satisfaction and us predict the employee turnover.

scholarly journals HUBUNGAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI ORGANIZATIONAL COMMITMENT PADA BEBERAPA PUSKESMAS DI DKI JAKARTA

2015 ◽  
Vol 8 (1) ◽  
pp. 41
Author(s):  
Catalia Rafsiah Sari Sari
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Equation Model ◽  
Primary Data ◽  
Citizenship Behavior ◽  
The Impact

<p>This research refers to a previous study conducted by Nicolas Raineri et al., (2012). This research is about “The Impact of Perceived Organizational Support to Organizational Citizenship Behavior mediated by Organizational Commitment on some health centers in Jakarta”. The background of this research is to analyze the Organizational Citizenship Behavior as determining factors of motivation in the health care industry. The purpose of this research<br />was to examine the relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. The design of this research using primary data obtained by distributing questionnaires to 100 employees medical and nonmedical health center in Jakarta.. Data analysis method used in this research is Structural Equation Model (SEM). The results of this research concluded that there is a positive<br />relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment.</p><p>Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment</p>

#INCLUSION – THE IMPACT OF SOCIAL MEDIA COMMUNICATION ON THE LEGITIMACY OF ARMED FORCES

2019 ◽  
pp. 43-60
Author(s):  
EVA MOEHLECKE DE BASEGGIO ◽  
OLIVIA SCHNEIDER ◽  
TIBOR SZVIRCSEV TRESCH
Keyword(s):  
Social Media ◽  
Political Communication ◽  
Structural Equation ◽  
Armed Forces ◽  
Equation Model ◽  
Media Communication ◽  
The Public ◽  
Political Legitimation ◽  
Social Media Communication ◽  
The Impact

The Swiss Armed Forces (SAF), as part of a democratic system, depends on legitimacy. Democracy, legitimacy and the public are closely connected. In the public sphere the SAF need to be visible; it is where they are controlled and legitimated by the citizens, as part of a deliberative discussion in which political decisions are communicatively negotiated. Considering this, the meaning of political communication, including the SAF’s communication, becomes obvious as it forms the most important basis for political legitimation processes. Social media provide a new way for the SAF to communicate and interact directly with the population. The SAF’s social media communication potentially brings it closer to the people and engages them in a dialogue. The SAF can become more transparent and social media communication may increase its reputation and legitimacy. To measure the effects of social media communication, a survey of the Swiss internet population was conducted. Based on this data, a structural equation model was defined, the effects of which substantiate the assumption that the SAF benefits from being on social media in terms of broadening its reach and increasing legitimacy values.

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