Search results
1 – 10 of over 1000Hien Ngoc Nguyen, Hoang Ngan Vu, Huy Viet Hoang and Phuong Tran Huy
This study aims to examine the relationship between corporate social responsibility (CSR) and worker turnover rate (WTR) and worker turnover cost (WTC) in Vietnamese garment…
Abstract
Purpose
This study aims to examine the relationship between corporate social responsibility (CSR) and worker turnover rate (WTR) and worker turnover cost (WTC) in Vietnamese garment companies, using the mediating role of symbolic image dimensions (SID) of employer image and the moderating role of unemployment rate.
Design/methodology/approach
This study uses Signaling Theory and Job Embeddedness Theory as theoretical frameworks to examine the mediating role of SID and the moderating role of the unemployment rate on the link between CSR and WTR, as well as the associated cost. Data from 119 Vietnamese garment companies are analyzed using structural equation modeling – AMOS software.
Findings
The findings suggest that CSR has a direct adverse effect on the WTR and an indirect effect on WTC through WTR. The results also indicate a direct relationship between the level of CSR adopted by companies and workers’ perception of the symbolic attributes of their company’s employer image as sincere, innovative, competent and prestigious. This, in turn, leads to a reduced rate of worker turnover. In addition, this study discovers the moderating influence of the region’s unemployment rate on the correlation between companies’ CSR and WTR.
Practical implications
The results indicate that companies should view CSR as a strategic tool to obtain better performance by achieving a win-win state of affairs with their workers. It also implies the influence of external economic factors on the relationship between CSR and worker turnover.
Originality/value
This study contributes to the literature by highlighting the economic benefits of CSR and the SID.
Details
Keywords
Martin Gelencsér, Zsolt Sandor Kőmüves, Gábor Hollósy-Vadász and Gábor Szabó-Szentgróti
This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the…
Abstract
Purpose
This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the retention of organisations of different sizes.
Design/methodology/approach
The study implements an empirical test of a model created during previous research with the participation of 511 employees. The responses to the online questionnaire and the modelling were analysed using the partial least squares structural equation modelling method. The models were tested for internal consistency reliability, convergent and discriminant validity, multicollinearity and model fit.
Findings
Two models were tested by organisation size, which revealed a total of 62 significant correlations between the latent variables tested. Identical correlations were present in both models in 22 cases. After testing the hypotheses, critical variables (nature of work, normative commitment, benefits, co-workers and organisational commitment) were identified that determine employees’ organisational commitment and intention to leave, regardless of the size of the organisation.
Research limitations/implications
As a result of this research, the models developed are suitable for identifying differences in organisational staffing levels, but there is as yet no empirical evidence on the use of the scales for homogeneous groups of employees.
Practical implications
The results show that employees’ normative commitment and organisational commitment are critical factors for retention. Of the satisfaction factors examined, the nature of work, benefits and co-workers have a significant impact on retention in organisations, so organisational retention measures should focus on improving satisfaction regarding these factors.
Social implications
The readers of the journal would appreciate the work, which highlights the significance of employee psychology and retention for organisational success.
Originality/value
The study is based on primary data and, to the best of the authors’ knowledge, is one of the few studies that take a holistic approach to organisational staff retention in the context of the moderating effect of organisational size. This study contributes to a comprehensive understanding of the phenomenon of employee retention and in contrast to previous research, examines the combined effect of several factors.
Details
Keywords
Jillian Cavanagh, Hannah Meacham, Patricia Pariona-Cabrera and Timothy Bartram
The purpose of the scoping review is to develop understandings around the high demand for in-home healthcare for the aged and how to find ways to better support declining numbers…
Abstract
Purpose
The purpose of the scoping review is to develop understandings around the high demand for in-home healthcare for the aged and how to find ways to better support declining numbers of in-home care workers and healthcare professionals. The scoping review highlights the role of human resource management (HRM) in this sector.
Design/methodology/approach
This scoping review of literature takes a systematic approach to identify themes on the aged care sector and levels of support for in-home care. We map the literature from specific databases to find themes.
Findings
It is important for HRM of aged care service providers to understand the key issues around homecare workers and healthcare professionals. There are key issues for stakeholders, such as clients’ health needs, organizations struggling to recruit and retain healthcare workers, and it is critical to know how such issues impact on clients and the healthcare workforce.
Originality/value
There is a dearth of literature on in-home care for the aged, and therefore, we contribute to understandings about the competing pressures surrounding the demand for in-home care versus the declining number of homecare workers and professional healthcare workers in this sector. We highlight the lack of HRM support from aged care providers and the impact on homecare workers.
Details
Keywords
Muhammad Farrukh Moin and Justin Zuopeng Zhang
The objective of this research is to examine the association of artificial intelligence (AI) awareness on workers' retention and the boundary conditions in the context of project…
Abstract
Purpose
The objective of this research is to examine the association of artificial intelligence (AI) awareness on workers' retention and the boundary conditions in the context of project organizations.
Design/methodology/approach
We collected time-lagged data from project organizations in China.
Findings
The results showed that AI awareness predicted workers' turnover intention. Moreover, this association was moderated via supervisor support.
Practical implications
This research provides several practical implications aimed at timely communication, training and automation guide for helping firms to foster healthy workplace climate, support and workers’ retention.
Originality/value
The rise of AI and its potential impact on manpower is a popular topic. Yet, the evidence of project workers’ awareness of such potential effects on their retention is scant. Therefore, this study broadens our understanding of the association of AI awareness on turnover intention and boundary conditions in the context of project organizations.
Details
Keywords
This study aims to investigate the work experience of women in hospitality with the job demands-resources (JD-R) theory. By focusing on job resources, job demands (emotional and…
Abstract
Purpose
This study aims to investigate the work experience of women in hospitality with the job demands-resources (JD-R) theory. By focusing on job resources, job demands (emotional and physical), work engagement, emotional exhaustion and turnover intention, this study examines (1) female workers’ perceptions of these variables; (2) how race, age and job positions affect perceptions and (3) structural relationships among these variables.
Design/methodology/approach
The study collected 412 responses from American female hospitality workers via an online survey. Descriptive statistics and independent T-tests were conducted using SPSS to analyze professional experiences and differences based on individual characteristics. Path analysis was conducted using Amos 28 to assess the structural relationships among variables.
Findings
Female hospitality workers generally feel engaged, experience low emotional exhaustion and have low turnover intention. Younger or front-line women reported higher emotional exhaustion, lower engagement and greater likelihood to quit. Unexpectedly, emotional resources do not significantly affect work engagement, but physical resources increase it.
Practical implications
The study provides directions to establish specific well-being and organizational support initiatives to retain female hospitality workers.
Originality/value
This study offers fresh insights into the JD-R theory by examining the experiences of American female hospitality employees using a non-comparative lens. Although existing literature highlights women’s unfavorable positions relative to male counterparts, this study reveals rather positive perspectives. Additionally, it presents a dual psychological process of how job resources and demands affect women’s work experience and the varying impacts of job demands on work engagement.
Details
Keywords
Anthony Frank Obeng, Samuel Awuni Azinga, John Bentil, Florence Y.A. Ellis and Rosemary Boateng Coffie
While much attention has been given to work-related factors influencing turnover intention through affective commitment, little focus has been directed to non-work factors…
Abstract
Purpose
While much attention has been given to work-related factors influencing turnover intention through affective commitment, little focus has been directed to non-work factors affecting the service industry. Hence, this study aims to investigate the impact of links, fit and sacrifice, representing off-the-job embeddedness in the community, on turnover intention in the hospitality industry of Ghana: Sub-Sahara Africa using the theory of conservation of resources (COR) and social exchange. The model has been extended to include affective commitment as the mediating mechanism.
Design/methodology/approach
A multi-wave technique was used to collect data through a questionnaire from 341 full-time frontline hospitality employees in Ghana. The responses were analysed using AMOS software structural equation modelling.
Findings
The findings show that links, fit and sacrifice significantly influence employees’ turnover intentions. Moreover, it has been observed that affective commitment decreased the negative relationship and partly mediated the main relationship between the dimensions of off-the-job embeddedness and turnover intention.
Research limitations/implications
The study’s results and academic, practical implications and limitations are discussed for future research.
Originality/value
This study emphasises the theory of COR to demystify community factors employees deem as valued resources, which lighten up their commitment to their organisation and decrease their intent to leave.
Details
Keywords
Chaymae Abbana Bennani and Abderrahman Hassi
The current study investigated the effect of internal marketing practices, specifically the training and rewards system, on job satisfaction, affective commitment and employee…
Abstract
Purpose
The current study investigated the effect of internal marketing practices, specifically the training and rewards system, on job satisfaction, affective commitment and employee turnover intention.
Design/methodology/approach
Structural equation modeling analysis was conducted on a sample of 288 responses from employees working in different organizations and diverse industries in Morocco.
Findings
The findings revealed that internal marketing positively affected employee job satisfaction and affective commitment and negatively affected employee turnover intention.
Practical implications
The current investigation extends our understanding of the effects of internal marketing practices, especially training and rewards, on an emerging country context and contributes to the organizational behavior and management field. The results may be of interest to organizations and managers who should consider the importance of internal marketing in enhancing job satisfaction, affective commitment and decreasing employee turnover intention.
Originality/value
The current study is the first of its kind to investigate the impact of internal marketing practices on job satisfaction, affective commitment and employee turnover intention in Morocco.
Details
Keywords
While high-performance work systems (HPWS) are widely viewed as beneficial, some suggest they may have a dark side and be simultaneously detrimental. This is tested toward…
Abstract
Purpose
While high-performance work systems (HPWS) are widely viewed as beneficial, some suggest they may have a dark side and be simultaneously detrimental. This is tested toward turnover intentions (reduced by HPWS) in the context of perceived employability because HPWS are expected to enhance employability, which positively influences turnover intentions.
Design/methodology/approach
Survey data using two New Zealand employee studies were conducted (n = 525, n = 306). Data were analyzed for mediation (Study 1) and moderated mediation (Study 2) using the PROCESS macro.
Findings
Both studies show HPWS are negatively related to turnover intentions and positively to perceived employability, which also positively influences turnover intentions. This provides support for dark side effects. Study two extends the model by including career planning and tests a moderated mediation model, showing the indirect effects of HPWS being positive toward turnover intentions in the context of perceived employability at all levels of career planning. This indirect effect weakens as career planning strengthens.
Originality/value
Highlights that HPWS appear to have a dark side by positively shaping employability and ultimately turnover intentions when career planning is included as a boundary condition.
Details
Keywords
Attia Aman-Ullah, Anis Ali, Antonio Ariza-Montes, Waqas Mehmood and Ummi Naiemah Saraih
The present study aims to test the impact of workplace incivility and violence on doctors' turnover intentions. Besides, the present study also tested the mediating role of…
Abstract
Purpose
The present study aims to test the impact of workplace incivility and violence on doctors' turnover intentions. Besides, the present study also tested the mediating role of employees' burnout.
Design/methodology/approach
The population of the present study was doctors working in 20 public sector hospitals. Where 250 doctors working in emergency departments participated, the sample size was calculated through Krejcie and Morgan's table. The data analysis was conducted through SPSS and Smart-PLS.
Findings
Results of the present study supported all the relationships except the relationship between workplace violence and turnover intentions. More specifically, relationship between workplace incivility and turnover intentions was confirmed, and mediation effect of doctors' burnout was also confirmed.
Originality/value
This present study is novel in a way that this study framed the study model using conservative resource theory and social cognitive theory covering both employees cognitive and external factors. Further, the nexus “workplace incivility → workplace violence → job burnout → turnover intentions” was tested for the first time, hence making a valuable addition to the body of literature. Further this study is a contribution to healthcare literature in context of incivility, violence, burnout, and turnover. Burnout is first time explored as moderator with workplace incivility which is another contribution.
Details
Keywords
Bridget Rice, Muhammad Mustafa Raziq, Nigel Martin, John Lewis Rice, Mumtaz Memon and Peter Fieger
This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and…
Abstract
Purpose
This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).
Design/methodology/approach
The study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.
Findings
Our results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.
Research limitations/implications
The study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.
Practical implications
Understanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.
Originality/value
This study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.
Details