Search results
1 – 10 of over 28000Subhash C. Kundu and Neha Gahlawat
This paper aims to advance the research on relationship between high performance work systems (HPWS) and employees’ intention to leave by examining the mediating role of trust…
Abstract
Purpose
This paper aims to advance the research on relationship between high performance work systems (HPWS) and employees’ intention to leave by examining the mediating role of trust, motivation and organizational citizenship behaviour.
Design/methodology/approach
Primary data based on 563 respondents were analysed to investigate the relationship between HPWS, employee outcomes and employees’ intention to leave. Statistical techniques like confirmatory factor analysis, correlations, regression and bootstrapping were used to analyse the data.
Findings
The study has revealed that the application of HPWS in the form of rigorous staffing, extensive training, performance-based appraisal and compensation, employee relations, self-managed teams, flexible work arrangements and empowerment results in enhanced employee work-related outcomes and decreased intention to leave among employees. The results have indicated that the relationship between HPWS and employees’ intention to leave is serially mediated by employee outcomes.
Practical implications
The study gives strong indications that investments in creating bundles of high performance HR practices will enhance the value of the human capital by eliciting favourable employee attitudes and behaviours and therefore will prove beneficial for the organizations operating in India.
Originality/value
This study has attempted to provide new insights in the underlying mechanism existing in the relationship between HPWS and employees’ intention to leave by using multiple mediators in sequence.
Details
Keywords
James Baba Abugre and Moses Acquaah
The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations…
Abstract
Purpose
The purpose of the study is to evidently examine how employee cynicism mediates the relationship between co-worker relationship and employee turnover intentions in organizations in Ghana.
Design/methodology/approach
Using a cross-sectional survey of employees from both public and private organizations, the authors tested our hypotheses with a sample of 288 employees by means of structural equation modelling (SEM) using maximum likelihood estimation with LISREL 9.2 and bootstrapping procedures.
Findings
Findings showed that co-worker relationship is negatively associated with employee cynicism. The findings further revealed that employee cynicism is positively associated with employees' intention to leave. Additionally, employee cynicism negatively mediated the relationship between co-worker relationship and employee intention to leave their organizations.
Practical implications
The work recommends that organizations become aware of employee cynicism which can adversely affects co-worker relationship and consequently organizational performance. Therefore, organizations ought to reduce employee cynicism and rather encourage positive co-worker relations through interpersonal relationship and support for employees.
Originality/value
An investigation of co-worker relationship in organization and employee intentions to leave or turnover is a significant micro-level analysis for contemporary Human Resource Management (HRM) research. This study gives us a scarce opportunity to understand how employee cynicism negatively mediates the relationship between co-worker relationship and turnover intentions of employees.
Details
Keywords
Evgeniya Balabanova, Azer Efendiev, Mats Ehrnrooth and Alexei Koveshnikov
– The purpose of this paper is to examine antecedents of intentions to leave among blue-collar employees in domestic Russian organizations.
Abstract
Purpose
The purpose of this paper is to examine antecedents of intentions to leave among blue-collar employees in domestic Russian organizations.
Design/methodology/approach
The study is based on a sample of 1,210 blue-collar employees in 80 domestic organizations across 14 industries and eight regions in Russia.
Findings
The analysis shows that wage satisfaction is the strongest negative predictor of Russian employees’ intentions to leave compared to core job-related and interpersonal relations satisfaction. For non-blat employees, the relationships with intentions to leave are negative and significant for all three types of satisfactions, whereas for employees with blat only the relationship between core job-related satisfaction and intentions to leave is significant.
Originality/value
The present study, first, reveals that wage satisfaction is the most important but not the only way to retain blue-collar employees in Russia and, second, points toward the complex nature of blat’s influence on employees’ organizational behavior in contemporary Russian organizations. By so doing, the analysis provides a still rare empirical illustration of how relationships and variables explaining turnover intentions and its antecedents are contingent on economic, cultural and institutional contexts.
Details
Keywords
Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how these…
Abstract
Purpose
Although employee relations are recognised as important mechanisms for initiating organisational competitiveness and output, existing research has focused primarily on how these relations embed employees’ job and performance, rather than on the declining outcomes from such relations. This paper aims to integrate research on co-worker relations at workplace and cynicism with social exchange as a theoretical grounding to propose a process model that focuses on how employees’ positive relationship at workplace impacts negatively on their cynical behaviours in organisation leading to their intention to stay rather than their intention to leave.
Design/methodology/approach
This study offers a conceptual analysis and a review of the literature to explain employees’ behavioural intentions which may lead to their psychological threat or psychological safety in work organisations.
Findings
This work positions cynicism as psychological threat that moderates and predicts the likelihood that negative relations at workplace will actively engage employees’ intention to leave the organisation. Similarly, the model positions job satisfaction and commitment as psychological safety that predicts the likelihood that positive relations at workplace will engage employees’ intention to stay. The outcome of this study is the creation of a model which provides a comprehensive methodological framework for conducting behavioural research.
Research limitations/implications
This is a conceptual paper.
Practical implications
This study has major implications for managing and communicating with workers, as well as organisational socialisations and practices related to co-worker relations for effective human resource management practices from both managerial and practitioner perspective.
Originality/value
This work has been able to create a theoretical framework that provides an understanding for management to learn from its end-state competencies and contributions. By this, the model created would enable research to examine the empirical relationship between co-worker relations, cynicism and intention to leave. Thus, the contribution of this paper identifies the roles that management and organisational leadership can play in the practice of employee behavioural intentions.
Details
Keywords
Omar Durrah and Monica Chaudhary
This study examines the effect of three negative behaviors namely alienation behavior, cynicism behavior and silence behavior on employees’ intention to leave work in the…
Abstract
Purpose
This study examines the effect of three negative behaviors namely alienation behavior, cynicism behavior and silence behavior on employees’ intention to leave work in the telecommunication sector in the Sultanate of Oman.
Design/methodology/approach
Using a simple random sampling technique, data was collected using a questionnaire from 204 employees working in two leading telecommunication service providing agencies (Omantel and Ooredoo) in Oman. The collected data was analyzed using structural equation modeling (SEM) through AMOS software.
Findings
The findings of the study indicate a significant effect of both cynicism behavior and work alienation behavior on employees’ intention to leave work while silence behavior did not appear to affect employees’ intention to leave work.
Practical implications
The research suggests that the policymakers are required to take corrective measures and implement policies and work practices that ensure employees’ sincere engagement to work.
Originality/value
The findings contribute to the knowledge regarding the effect of employees’ negative behavior on the intention to leave work. The work is novel in the context of studying the effect in the Sultanate of Oman.
Details
Keywords
Andrew Robson and Fiona Robson
– The purpose of this paper is to provide an evaluation of the key antecedents of leave intention demonstrated by nurses employed in UK National Health Service (NHS).
Abstract
Purpose
The purpose of this paper is to provide an evaluation of the key antecedents of leave intention demonstrated by nurses employed in UK National Health Service (NHS).
Design/methodology/approach
Survey assessment of a sample of 433 nurses employed within the NHS was undertaken, potential relationships relating to both affective commitment and leave intention and work-place experiences assessed through leader-member exchange (LMX) and perceived organisational support (POS) have been evaluated quantitatively, using confirmatory factor analysis (CFA) and structural equations modelling (SEM).
Findings
The study indicates that both LMX and POS act as direct antecedents to nurses’ leave intention. Additionally, both LMX and POS in combination, significantly effect employees’ affective commitment, the latter further impacting on employee leave intention. This would suggest that both LMX and POS have a significant role to play in employee leave intention that is partially mediated by affective commitment, further analysis confirming this to be the case.
Research limitations/implications
The sample of nurses is large in absolute terms, permitting the CFA/SEM analysis undertaken, although the data represented only two NHS trusts, hence generalisation across the NHS should be done so cautiously. Various other drivers of leave intention, personal and organisational, have not been assessed here.
Practical implications
The implications of these results are that to safeguard nurse retention, appropriate line manager engagement is crucial, but this requires organisational support that is recognised by the employees, especially to enhance their levels of affective commitment.
Originality/value
This is given by providing NHS-based assessment of the role of both POS and LMX in the realisation of both affective commitment and desire to remain with their current organisations amongst members of the UK nursing profession.
Details
Keywords
Piret Masso, Krista Jaakson and Kaire Põder
The study's objective is to estimate the association of specific perceived employer-provided benefits on employees' intention to leave in different age cohorts during coronavirus…
Abstract
Purpose
The study's objective is to estimate the association of specific perceived employer-provided benefits on employees' intention to leave in different age cohorts during coronavirus disease 2019 (COVID-19). Informed by the psychological theories of ageing, the authors propose three age-cohort-specific hypotheses in three motivational domains: security and health benefits, flexible work arrangement and education-related benefits.
Design/methodology/approach
The authors use a large survey of employees in Estonia (n = 7,209) conducted in 2020 and test the association of specific benefits and their interactions with age on employees' intention to leave.
Findings
The results show that older cohorts are generally less prone to leave their jobs. Benefits that employers could use during the COVID-19 crisis generally had negative associations with the intention to leave, but age-specific differences were negligible; only the perceived provision of flexible work arrangements reduced the younger cohort's intention to leave relatively more.
Originality/value
This study is one of the few that allows us to make inferences regarding the benefits preferences amongst the working population during an unprecedented health crisis.
Details
Keywords
Limor Kessler Ladelsky and Thomas William Lee
Turnover in high-tech companies has long been a concern for managers and executives. Recent meta-analyses from the general turnover literature consistently show that job…
Abstract
Purpose
Turnover in high-tech companies has long been a concern for managers and executives. Recent meta-analyses from the general turnover literature consistently show that job satisfaction is a major attitudinal antecedent to turnover intention and turnover behavior. Additionally, the available research on information technology (IT) employees focuses primarily on turnover intentions and not on a risky decision-making perspective and actual turnover (turnover behavior). The paper aim is to focus on that.
Design/methodology/approach
This study uses hierarchical ordinary least squares, process (Preacher and Hayes, 2004) and logistic regression.
Findings
The main predictor of actual turnover is risky decision-making, whereas job satisfaction is the main predictor of turnover intention.
Originality/value
The joint effects of risk and job satisfaction on turnover intention and behavior have not been studied in the IT domain. Hence, this study extends our understanding of turnover in general and particularly among IT employees by studying the combined effect of risk and job satisfaction on turnover intentions and turnover behavior. The study’s theoretical and practical implications are likewise discussed.
Details
Keywords
The purpose of this paper is to determine the causal relationship between talent management dimensions such as perceived organisational support (POS), human capital index and its…
Abstract
Purpose
The purpose of this paper is to determine the causal relationship between talent management dimensions such as perceived organisational support (POS), human capital index and its influence on the turnover intentions of Generation Y employees in Indian hotel industry. This research will also examine how the intension of hotel employees to quit relates to the talent management practices (TMP) in the Indian hotel establishments.
Design/methodology/approach
This research will suggest an integrated conceptual model based on earlier literature where the significant relationships between the relevant constructs will be confirmed. For data collection, a cross-sectional survey plan will be used to collect data from the Generation Y employees working in the 5-star hotels across India. This technique is appropriate for the descriptive and predictive functions associated with correlation research and for measuring the inter-relationship amongst several variables used in the study.
Findings
Pearson correlations was applied which exhibited a practically substantial positive relationship between the organisation’s TMP and POS. It was also found that the perceived supervisor support does not mediate the relationship between TMP and intention to quit. The results of this research also approve that employees’ perception regarding the organisation’s actions has direct consequence on their perception of support from their supervisors. The research also found essentially significant negative association between POS and the employee’s intention to quit, where high levels of POS is associated with a reduced employee’s intention to quit the hotel organisation.
Originality/value
This study confirmed a causal relationship amongst the relevant construct, i.e. perceived TMP, the POS, the supervisory support and the Generation Y’s intention to quit. It also provided an understanding for the management to comprehend upon the perceptions regarding TMP and support and how it influences an employee’s intent to leave the organisation in the Indian hotel industry.
Details
Keywords
Yasser Moustafa Shehawy, Ahmed Elbaz and Gomaa M. Agag
The importance of employees’ job embeddedness perception in the airline companies has not been given the required attention. To recognise the role of frontline employees’…
Abstract
Purpose
The importance of employees’ job embeddedness perception in the airline companies has not been given the required attention. To recognise the role of frontline employees’ perception regarding job embeddedness, the present research aims to develop and investigate a model that examines the determinants and consequences of employees’ job embeddedness in airline industry. The current study also aims to enrich the literature on human resources in the fields of transportation service management as the lifeblood of tourism industry as a related service industry by providing a comprehensive framework and measurement scale regarding the social exchange theory.
Design/methodology/approach
The study used a survey among a sample representative of frontline employees operating in Egyptian airline industry across Egypt. In total, 870 questionnaires were collected and analysed using structural equation modelling using WarpPLS 6.0.
Findings
The results indicate that both supervisors’ support and employees’ advocacy have a significant effect on job embeddedness. In addition, it found out that job embeddedness has a significant effect on organisational commitment and employees’ intention to leave.
Research limitations/implications
This paper is conceptual in nature regarding the social exchange theory in service related industries such as airlines and tourism.
Practical implications
The authors intend to use these considerations as a basis for future research implications for tourism small- and medium-sized enterprises in the Middle-Eastern and North-African region.
Social implications
This paper contributes to the literature on social exchange theory by measuring factors affecting employees’ job embeddedness in the Egyptian airline industry, notably its related human resources as a service industry.
Originality/value
This study developed and empirically tested a comprehensive model of job embeddedness with its drivers and evaluated its impact on both organisational commitment and intention to leave. Such findings hold important implications for tourism small- and medium-sized enterprises in the Middle-Eastern and North-African region.
Details