scholarly journals A Study on the Relationship of Job Satisfaction Factors, Job Satisfaction, Organizational Commitment and Turnover Intention of Call Center Agent

2011 ◽  
Vol 16 (11) ◽  
pp. 209-217 ◽  
Author(s):  
Deuk Park
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Call Center ◽  
Relationship Of ◽  
The Relationship ◽  
Call Center Agent ◽  
Satisfaction Factors

scholarly journals RELATIONSHIP OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT TO TURNOVER INTENTION IN PT.MEGA KAPUAS MULTINIAGA EMPLOYEES IN JAKARTA

2020 ◽  
Vol 20 (2) ◽  
pp. 78-84
Author(s):  
Michael Candra Jaya ◽  
I Putu Artaya
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Rank Correlation ◽  
Correlation Method ◽  
Test Reliability ◽  
Correlation Test ◽  
Analysis Technique ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the relationship between job satisfaction and organizational commitment to the turnover intention of employees of PT. Megakapuas Multiniaga in Jakarta. This study uses a quantitative approach. The population in this study were employees of PT. Megakapuas Multiniaga in Jakarta. The sample used is 100 respondents using a questionnaire that is distributed directly to the respondents. Meanwhile, the analysis technique used is to use the correlation method in two ways, namely the calculation of the formula and SPSS 16.0. The results of the questionnaire data calculation state that the independent variables, namely job satisfaction (X1) and organizational commitment (X2), have a positive and insignificant relationship to turnover intention. The test of the men instrument in this study used the validity test, reliability test, correlation test using the calculation formula, and using the Spearman rank correlation test. The results showed that there was an influence between job satisfaction and organizational commitment on turnover intention. Based on the results of testing the variable job satisfaction to turnover intention, the value of r count is 0.058 with a significance of 0.578> 0.05 and organizational commitment to turnover intention, it is known that the value of r-count is 0.049 with a significance of 0.487> 0.05. In this study, there are 2 hypotheses. The first hypothesis states that job satisfaction has a positive and insignificant relationship with turnover intention and the second hypothesis states that organizational commitment has a positive and insignificant relationship with turnover intention.

scholarly journals The Moderating Role of Leader-Member Exchange on the Relationship between Emotional Labor with Job Satisfaction or Turnover Intention

2016 ◽  
Vol 11 (12) ◽  
pp. 83 ◽  
Author(s):  
Hakan Turgut ◽  
Ismail Tokmak ◽  
M. Fikret Ates
Keyword(s):  
Job Satisfaction ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Relationship ◽  
Emotional Dilemmas ◽  
Moderating Role

<p>It is known in the business world that employees’ display of emotional labor in their relations with customers contributes to the success of the organization. Therefore, the aim of this study is to find out how the emotional dilemmas that employees experience affect their perceptions on job satisfaction and turnover intention and whether leader-member exchange has a moderating role on these relationships. In this respect, we performed a survey on the 371 employees of a company in Turkey. We used the scale developed by Diefendorff et al. (2005) to test emotional labor; the scale developed by Scandura and Graen (1984) to test leader-member exchange; the scale developed by Chen et al. (2009) to test job satisfaction and the scale developed by Scott et al. (1999) to test turnover intention. The all scales were measured valid and reliable for this sample group. In the hierarchical regression analyses, done to test the hypotheses, all variables were included in the model. According to the findings, emotional labor has a significant and positive direct effect on turnover intention and it has a significant and negative direct effect on job satisfaction. All these results taken into consideration, it was confirmed that when emotional labor increases, turnover intention also increases, and job satisfaction decreases. Furthermore, the moderating role of leader-member exchange between the relationship of emotional labor and turnover intention wasn’t approved; however, its moderating role between the relationship of emotional labor and job satisfaction was approved. To sum up, it is estimated that performing emotional labor is inevitable for organizational success and it is essential to develop new methods in order to prevent the negativities resulting from emotional dilemmas.</p>

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

scholarly journals Psychological empowerment and employee attitudinal outcomes

2019 ◽  
Vol 42 (7) ◽  
pp. 797-817
Author(s):  
Tazeem Ali Shah ◽  
Mohammad Nisar Khattak ◽  
Roxanne Zolin ◽  
Syed Zulfiqar Ali Shah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Employee Satisfaction ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Content Type ◽  
Employee Job Satisfaction ◽  
The Impact ◽  
The Relationship

Purpose The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions. Design/methodology/approach To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2. Findings Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention. Research limitations/implications This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality. Practical implications Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention. Originality/value Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment

2017 ◽  
Vol 36 (9) ◽  
pp. 1137-1148 ◽  
Author(s):  
Taghrid S. Suifan ◽  
Hannah Diab ◽  
Ayman Bahjat Abdallah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Turnover Intention ◽  
Mediating Effect ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to investigate the effect of organizational justice on turnover-intention via the mediating influences of organizational commitment and job satisfaction. In addition, the study aims at incorporating all four facets of organizational justice (procedural, distributive, interpersonal and informational) in an attempt to test the model in a developing country context. Design/methodology/approach The study targeted employees in the airline industry working for airline companies currently operating in Jordan. A count of 323 questionnaires were directly distributed and completed and returned by employees yielding a response rate of 81 percent. Multiple regression analysis was used to test the hypotheses. Findings The results led to the acceptance of all hypotheses. Most importantly, it was confirmed that both organizational commitment and job satisfaction had a mediating effect on the relationship between organizational justice and turnover-intention. While job satisfaction fully mediated the relationship, organizational commitment only had a partially mediating effect. Originality/value The study took a step beyond the simple linear models typically used in the literature by proposing a more complex one that investigated the mediating role of job satisfaction and organizational commitment. Moreover, the researchers applied this model to a developing country setting in order to bridge the research gap.

scholarly journals Locus of Control as a Moderator in the Relationship Between Job Satisfaction and Organizational Commitment: a Study of Indian It Professionals

2019 ◽  
Vol 4 (2) ◽  
pp. 25-41 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Human Resource Development ◽  
It Professionals ◽  
Organizational Functioning ◽  
Internal Locus Of Control ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

In recent times, increasing interest has been shown by OB and HR practitioners in the area of organizational commitment (OC). This interest stems from the fact that the committed workforce is considered beneficial for organizational functioning and effectiveness. The present study was conducted to explore the direct relationship of job satisfaction and locus of control (LOC) on organizational commitment. The purpose of the study was also to see if locus of control moderates the relationship between job satisfaction and organizational commitment. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 449 Indian IT professionals. Hierarchical multiple regression showed that job satisfaction and internal locus of control was positively related to organizational commitment. Also, locus of control was found to moderate the relationship between job satisfaction and organizational commitment such that the relationship was stronger for internals than for externals. The present study has important implications for human resource development in the IT sector. Managers should use strategies to achieve high job satisfaction and organizational commitment. They must be aware of the moderating role which different personality attributes play in the relationship between job satisfaction and organizational commitment.

Sign in / Sign up

Export Citation Format

Share Document