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1 – 2 of 2Ashly Pinnington, Farzana Asad Mir and Zehua Ai
The purpose of this study is to address the mixed predictions about the relationship between general skills training and turnover intention of early career graduates by examining…
Abstract
Purpose
The purpose of this study is to address the mixed predictions about the relationship between general skills training and turnover intention of early career graduates by examining the mediating mechanisms of perceived organizational support (POS) and job satisfaction (JS) through which this relationship might be enacted. This study adopts organizational support theory as the guiding theory and examines the concept of POS as critical for predicting and explaining relationships in the conceptual framework.
Design/methodology/approach
A quantitative survey method was used on a sample of 147 Chinese early career graduate trainees. Analysis was conducted using partial least square-based structural equation modelling (PLS-SEM).
Findings
The main finding is that participation in general skills training (PGST) does not directly impact turnover intention, rather POS is a mechanism through which this negative relationship operates. This study also found significant evidence for serial mediation by POS on PGST and its relationship with turnover intention. Importantly, JS only has an effect on turnover intention when in the presence of serial mediation by POS.
Research limitations/implications
Cross-sectional study of a small survey sample. Nonetheless, the findings have major implications for research theories on the relationship of general skills training with employee turnover.
Social implications
PGST does not directly impact turnover intention, rather POS is a mechanism through which this negative relationship operates.
Originality/value
This research emphasizes the important role of POS in the relationship between early career graduate trainees’ PGST and their turnover intentions.
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Keywords
Hazem Aldabbas, Ashly Pinnington, Abdelmounaim Lahrech and Lama Blaique
This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and…
Abstract
Purpose
This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and work engagement. The moderating role of intrinsic motivation on the relationship between work engagement and employee creativity is also examined.
Design/methodology/approach
The authors report the results of a survey completed by 372 respondents employed in the United Arab Emirates. Structural equation modelling was applied to test the hypothesised relationships.
Findings
The main findings are that extrinsic rewards influence employee creativity through POS and work engagement. Moreover, the effect of work engagement on employee creativity is moderated by intrinsic motivation. This model effect is stronger for employees with high intrinsic motivation.
Research limitations/implications
Convenience sampling was used, which limits its generalisability. Also, the data were collected through a cross-sectional survey at one point in time.
Practical implications
Managers should consider provision of extrinsic rewards and support to increase employee motivation and engagement in creative work.
Originality/value
This study contributes to the limited amount of available literature on creativity and rewards adding to our knowledge about the influence of extrinsic rewards on creativity considered in the presence of intrinsic motivation. Theoretical and practical recommendations are discussed.
Details