The Effect of Employee Empowerment, Organizational Support, and Ethical Climate on Turnover Intention: The Mediating Role of Job Satisfaction (original) (raw)
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Iranian Journal of Management Studies, 2020
The effectivity and efficiency of any organization is dependent on the empowerment of its human resource, presence of ethical climate and organizational support. Hence this article aims to analyze the impact of employee empowerment, ethical climate and perceived organizational support on employee turnover intention directly and indirectly with the mediation role of job satisfaction. The sample of 215 employees of one of the biggest universities in Mashhad, Iran, was obtained with a questionnaire, analyzed by Warp PLS 4. Results show that job satisfaction has a negative effect on turnover intention. Moreover, the positive effect of employee empowerment, ethical climate, and perceived organizational support on job satisfaction, and the negative effect of ethical climate and perceived organizational support on turnover intention are supported. Results also support the mediation role of job satisfaction in the effect of ethical context and perceived organizational support on turnover intention. The current study contributes to the present organizational literature on the social exchange theory and human resource outcomes. Guidelines for managers on the way job satisfaction and turnover intension are also addressed.
A Study of the Relationship between Ethical Climate and Turnover intention in Turkish Context
The relationship between ethical climate and employee turnover intention was investigated in this study. As different ethical climate types may have different affects both on employee behaviors and organizational outputs, this paper also examined the relationship between the dimensions of ethical climate and turnover intention. The study found a negative and strong relationship between ethical climate and turnover intention. The relationship between dimensions of ethical climate and turnover intention show differences. Four dimensions of ethical climate, “caring”, “law and code”, “rules” and “independence” were negatively related to turnover intention whereas “instrumental” was found to be positively related.
Determinants of Job Satisfaction and its Impact on Employee Performance and Turnover Intentions
Job satisfaction-or lack of it-hinges on a productive, accomplishing relationship between staff and management; indeed, the success of any organization depends on staff members who enjoy their jobs and feel rewarded by their efforts. Ultimately, of all the people in the marketplace may suffer the most when this vital success factor is lacking. In earlier ages, many researchers have been directed on job satisfaction but this still remains an issue for many organizations. The ambition of this research paper is to examine the satisfaction level of the employees and helps organizations to know about the elements that influence job satisfaction. Precisely, we acquired employee empowerment and workplace environment as the antecedents to understand their effect on job satisfaction, and further the impact of job satisfaction on job loyalty, job performance and turnover intention. A self-administered questionnaire was used for data collection from several organizations. Convenient sampling technique was used and 200 questionnaires were circulated out of which 150 were nominated for further analysis. SPSS is used for data analysis statistically. The results showed significant positive association of employee empowerment, workplace environment, job loyalty and job 121 performance with job satisfaction. Furthermore, there is a significant negative relationship between job satisfaction and turnover intention. The findings also demonstrate that there is no significant relation of turnover intention with employee empowerment and job performance.
Journal of Social Economics Research
Previous studies found that females understand and react to behavioral factors such as ethical behaviors and organizational support different from men. As females appear to have higher senility to ethics and supportive behaviors, thus, their behavioral response including turnover intention (TI) has been gaining a vast amount of attention in literature. This study aims to examine the influence of ethical context on female employees' turnover intentions. It also examines the mediating effect of perceived organizational support. The sample of 210 was obtained from female employees at Ferdowsi University of Mashhad, Iran using a standard questionnaire. We employ Partial Least Square Structure Acquisition Modeling (PLS-SEM) to analyze data. The results of the research demonstrate that perceived organizational support is a mediator in the link between ethical context and turnover intention. The negative direct and indirect effects of ethical context on turnover intention were also supported. Moreover, perceived organizational support negatively effect of turnover intention. Contribution/Originality: This study contributes to the existing literature by conceptualizing the mediation effect of perceived organizational support in the relationship between ethical context and turnover intention which was not sufficiently investigated in literature. 1. INTRODUCTION Nowadays, human capitals are seen as a major asset for any organizations, the main competitive advantage and a valuable resource for economic prosperous of every country (Belcourt, Bohlander, & Snell, 2008). However, different components are considered to increase the retention of talented workers, turnover is an essential concern in the most enterprises (Cohen,
2016
Ethical climate is fast becoming an area of importance in the business ethics field; there is a growing need to understand its relationship with job outcomes such as turnover. Given the potential cost attributed to employee turnover that might be incurred by organisations, it is important to have an understanding of this relationship. The objective of this thesis is to perform a detailed analysis into the existing relationship among the ethical climate, organisational commitment, job satisfaction and turnover intentions using employees of different organisations. 150 responses were collected from the participants, who were all from the Famagusta province of North Cyprus. Evidence of an existing strong and positive relationship between how employees perceive a positive ethical climate with job outcomes such as organisational commitment and job satisfaction was displayed in the analysis of results, while an adverse relationship with turnover intentions. The results from the regression...
Antecedents of Employee Satisfaction and its impact on Job Turnover AUTHORS
Although various research, studies have been conducted to understand the concept of employee satisfaction but still organizations are unable to capture those variables that affect the employee satisfaction the most. The purpose of this study is to find out the factors that affect employee satisfaction and how much is the intensity. Specifically, we took employee empowerment, workplace environment and pay & promotion as the antecedents to see their impact on employee satisfaction and further the impact of employee satisfaction on employee turnover. A questionnaire was developed in order to collect the data for understanding the employee satisfaction level in various organizations. Convenient sampling was used to collect the data and 150 questionnaires were filled from the employees of different private and public organizations. Statistically, association of employee empowerment and workplace environment with employee satisfaction showed significant results, but the relationship between pay and promotion and employee satisfaction was somewhat insignificant. Furthermore, the effect of employee satisfaction on turnover intention of employees was also significant. This study will help the managers and organizations to better understand about the satisfaction level of employees and how they can motivate their employees to perform their job efficiently and effectively.
Antecedents of Employee Satisfaction and its impact on Job Turnover
Although various research, studies have been conducted to understand the concept of employee satisfaction but still organizations are unable to capture those variables that affect the employee satisfaction the most. The purpose of this study is to find out the factors that affect employee satisfaction and how much is the intensity. Specifically, we took employee empowerment, workplace environment and pay & promotion as the antecedents to see their impact on employee satisfaction and further the impact of employee satisfaction on employee turnover. A questionnaire was developed in order to collect the data for understanding the employee satisfaction level in various organizations. Convenient sampling was used to collect the data and 150 questionnaires were filled from the employees of different private and public organizations. Statistically, association of employee empowerment and workplace environment with employee satisfaction showed significant results, but the relationship between pay and promotion and employee satisfaction was somewhat insignificant. Furthermore, the effect of employee satisfaction on turnover intention of employees was also significant. This study will help the managers and organizations to better understand about the satisfaction level of employees and how they can motivate their employees to perform their job efficiently and effectively. Key words – employee empowerment, workplace environment, pay and promotion, employee satisfaction, employee turnover.
RESEARCH ON THE VARIABLES THAT HAVE AN IMPACT ON EMPLOYEE SATISFACTION AND TURNOVER INTENTION
A lot of research has been done on turnover intention and it has been a keen interest for the managers and researchers for a long period. This paper highlights and defines basic concepts of Job satisfaction and its impact on Employees turnover intention. It specifically considers satisfaction with Organizations justice, Locus of Control, Organizational Commitment that affects Turnover Intention. To achieve the objective, a survey method of questionnaire was conducted. A total 120 respondents were randomly selected as the sample of study, data was analyzed by SPSS and Regression analysis technique was used. Findings supported the entire four hypotheses. Organizations justice, Locus of Control, Organizational Commitment had a positive relationship with Job Satisfaction, whereas Turnover Intention had a negative relationship with job satisfaction. Furthermore, the employees that are unsatisfied with their job progressively have a higher intention to quit the job than the stabilized job satisfied employees do.
Journal of Human Behavior in the Social Environment, 2020
This study aims to explore the direct and indirect effects of ethical leadership on turnover intention in the banking industry in Jordan. Specifically, the mediating effects of psychological empowerment and organizational identification in the relationship between ethical leadership and turnover intention were investigated. Questionnaire surveys were administered to middle and top managers in the banking industry and a purposive sample of 324 managers were selected for the present study. Validity and reliability analyses were first carried-out, followed by a multiple regression analysis to test the hypotheses. The results of data analysis confirmed that ethical leadership negatively affects turnover intention. It was also confirmed that both psychological empowerment and organizational identification partially mediate the relationship between ethical leadership and turnover intention. This study contributes to the existing body of literature on ethical leadership by testing-out a more comprehensive model explaining the role of psychological empowerment and organizational identification in the relationship between ethical leadership and turnover intention. Furthermore, because this study's variables have been widely investigated in developed countries, it was deemed worthwhile to apply the model in a developing country such as Jordan to provide empirical evidence from a non-western context.
Preceding to Employee Satisfaction and Turnover Intention
International Journal of Human Resource Studies, 2014
As different research and studies have been conducted for the sake of understanding the concept of employee satisfaction but still organizations are incapable to find those factors that affect mostly on Satisfaction level of Employee. The main purpose of this research is to sort out those factors with intensity that mostly effect employee Satisfaction. Particularly, we took workplace environment, employee empowerment and pay & promotion as the main variables to check their impact on employee satisfaction and further the impact of employee satisfaction on employee turnover. A questionnaire was developed for the purpose of collecting data to understand the level of employee satisfaction in different organizations. Convenient sampling was used to collect the data and 150 questionnaires were filled from the employees of different sectors. Statistically, the relationship of employee empowerment and workplace environment with employee satisfaction has significant results, but the relation...