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The present study attempts to examine the mediating effect of leader member exchange (LMX) and affective organizational commitment on the relationship between followers' emotional intelligence (EI) and their turnover intention.

Using a cross-sectional design, survey data were obtained from 182 employees in Tunisia. Survey responses were analyzed using Model 6 in PROCESS (Hayes, 2017).

As predicted, LMX and affective organizational commitment were found to sequentially and totally mediate the causal relationship between EI and turnover intention.

The limitations include using a cross-sectional design, convenience sampling and self-report measures for EI, LMX, affective commitment and turnover intention.

Organizations need to encourage more emotionally intelligent responses in employees which improve the quality of their leader–follower relationships. The quality of LMXs enhances the affective commitment that drives lower turnover intention.

While the relationship between EI and turnover intention has been theorized, this study is one of the first to enable us to explore the mechanisms underlying this relationship. Specifically, a sequential mediation model linking EI with turnover intention through LMX and affective commitment was proposed.

This paper aims to examine the relationship between workplace incivility and the intention to self-initiate expatriation and whether this relationship is mediated by affective organizational commitment. It also explores the moderating role of career commitment in this proposed model.

The data were collected using a questionnaire among 145 young physicians from Tunisian hospitals. Hypotheses are tested using the PROCESS macro (models 4 and 7) in SPSS.

Workplace incivility is negatively related to affective organizational commitment, which in turn is related to the intention to self-initiate expatriation. Furthermore, career commitment moderates the indirect effect of workplace incivility on expatriate intention through affective organizational commitment. Specifically, when career commitment is high, the indirect effect on the intention to self-initiate expatriation is stronger.

This is one of the first studies to examine the indirect influence of workplace incivility on the intention to self-initiate expatriation. Moreover, it furthers our understanding of a contingent factor that influences this indirect effect.

The purpose of this paper was to develop a taxonomy of organizations based on business value (BV) underlying electronic human resource management (e-HRM) adoption motivations.

A taxonomy was developed using cluster analysis of the online case stories of 146 firms. Results were validated using discriminant analysis. Differences in organization and environmental characteristics across clusters were examined.

Seven meaningful and distinct clusters were uncovered showing asymmetry in the consideration of strategic BV underlying the motivations of e-HRM adoption. Statistical tests revealed that the seven clusters have high internal validity. Statistically significant differences in organizational conditions were found among clusters.

This research offers an empirically and conceptually grounded taxonomy of organizations that reveals strategic and nonstrategic BV that organizations actually put forward and the way they combine together to form different profiles. This research is based on secondary data, that is, data initially gathered for a distinct goal different from this research.

The developed taxonomy provides human resource (HR) managers, executives, researchers and consultants a useful way to describe and understand motivations underlying e-HRM adoption. The taxonomy may also facilitate valid and systematic assessment of e-HRM effectiveness.

This research moves the debate beyond normative arguments to a more analytic assessment of the actual practice of organizations regarding e-HRM adoption and expected BV.