EFFECTS OF SENSE OF COMMUNITY ON EMPLOYEE RETENTION: MEDIATING ROLE OF WORK-FAMILY ENRICHMENT AMONG OUTSOURCING COMPANIES IN NIGERIA: A STUDY OF JUHOARI ENTERPRISE & CONSULTING SERVICES (original) (raw)
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International Journal of Servant-Leadership
The theme ofcommunity has been extensively researched in the sociological field; for many years sociologists have studied how community impacts var ious factors of the human experience. The purpose of this paper is to dem onstrate how the elements of community materialize within, and carry an influence throughout, the arena of leadership. By focusing on the potential that servant-leaders have for establishing community within organizations, it will be seen that the powerful effects thereof can be identified and under stood on a scale much smaller than the town, city, or society-entities often the focus of the sociological study. The elements of community can be iden tified on a smaller scale up to and including the workplace, the volunteer organization, and the family, for example. Community, like leadership, can be difficult to define; however, one recognizes it when one sees it (Bennis 1989, 1; see also Tonnies 1996). While there has been extensive research on the social impacts of community in the field of sociology, the application of these concepts are comparatively scarce in the more microfocused fields of management and leadership. While references to the components of community can be found in a num ber of articles, identifying and exploring the idea of community in and of itself is relatively sparse in organizational writings (Armstrong-Stassen and Cameron 2005; Martin and Schmidt 2010). Nevertheless, a growing number of researchers are incorporating the sociological applications of commu nity into leadership, organizational, and management studies (Bausch 1998; Block 1998; Spears 1998; Wicker 1998). This paper highlights how servant leaders establish an atmosphere of community and how an organizational environment rich in these elements will have a positive impact on the inter related variables of employee satisfaction and attachment/retention.
American Journal of Applied Psychology, 2017
The study examined the effect of workplace spirituality (meaningful work, inner life and community) on employee turnover intention in Nigeria banks mediated by relational psychological contract. Data were collected from a sample of 357 employees in 21 Deposit Money Banks located in Kaduna State. Structural Equation Model was used to explore the effect. Findings revealed that meaningful work has positive, significant effect on employee turnover intention while inner life and community were found to have insignificant effect on employee turnover intention. Relational psychological contract was found to have fully mediating effect between workplace spirituality (inner life, meaningful work and community) and employee turnover intention. The most explanatory variable of the study is the relationship that exists between meaningful work and relational psychological contract. The study recommends that management of Banks should attach more importance to meaningful work and relational psychological contract of employees to reduce employee turnover intention.
Person-Job Fit and Employee Engagement in Edo State Secretariat, Benin City
Annals of Spiru Haret University. Economic Series
In the last four decades, person-job fit, person-organization fit, job related attitudes and behaviours have remained topics of considerable interest in the fields of human resource management, organizational behaviour and industrial psychology. Person-job fit, which is the match between the individual’s knowledge, skills and abilities and the demands of the job positively, contributes to organizational attitudes and behaviour such as job satisfaction, job performance, employee’s commitment, display of organizational citizenship behaviour and employee’s engagement. This study therefore seeks to explore the nitty-gritty of person-job fit and its effect on employee engagement in Edo State Secretariat, Benin City using survey research method. Non-probabilistic sampling techniques comprising of purposeful and convenience techniques were used to elicit information via questionnaire from 250 respondents. Data collected were analyzed using descriptive statistics, correlation and linear reg...
Influence of Engagement Strategies on Employee Retention in Nigeria
European Journal of Business and Management Research
This study seeks to assess the influence of engagement strategies on employee retention in Nigeria. Three (3) engagement strategies (meritocracy, employer branding, and succession planning) were assessed on employee retention. The descriptive survey design and primary data (questionnaires) were employed. The questionnaire was administered to 300 employees of oil and gas firms and data obtained were analyzed using both descriptive (mean) and inferential (Spearman Rank Correlation) statistical tools. Findings showed that the meritocracy strategy is the most ranked factor influencing employee retention; this implies that employees in the organization are rewarded on the basis of their contributions and value to the firm, which in turn influences their decision to stay with the organization. More so, while meritocracy is ranked the most significant factor affecting employee retention, it was found that engagement strategies (like employer branding and succession planning) significantly ...
2014
The aim of this study was to identify how organisational support, diversity, burnout and work engagement influence organisational commitment and turnover intention, and if perceived organisational support and diversity act as moderators to influence the outcomes of these relationships. A cross-sectional survey design was used. Data (N = 4,658) was gathered from a survey data archive that contains responses to survey questions as well as the demographical data regarding the respondents that was completed during wellness audits. The South African Employee Health and Wellness Survey (SAEHWS ©) was used during the gathering of the data (Rothmann & Rothmann, 2006). Statistical analysis was done by means of descriptive statistics and relationships were determined by means of the Pearson product-moment correlation coefficients (Clark & Watson, 1995). Regressions were used to predict the outcome variables of turnover intention and organisational commitment and the interaction effects were plotted, using organisational support and diversity as moderators on burnout as well as engagement. Burnout shows a strong inverse relationship with both organisational support and commitment. A strong direct relationship exists between burnout and turnover intention. On the other hand, a strong inverse relationship was found between turnover intention and organisational commitment. It was found that engagement relates positively to enhanced commitment and support, as well as decreased turnover intention. Diversity is a statistically significant predictor but does not moderate any relationship. It thus directly influences turnover intention as well as organisational commitment. However, diversity problems were also found to be positively linked with symptoms of burnout as well as an increased turnover intention A strong inverse relationship exists between diversity problems and CHAPTER 1 1. 1.4.2 Research method Available data, in the form of a sample of 4,658 individually completed surveys from Afriforté (Pty) Ltd. will be used for the current research. The data will be analysed and the results will be reported in the form of a research article. Afriforté is the commercial arm of the WorkWell Research Unit in the Faculty of Economic and Management Sciences at the NorthWest University, Potchefstroom Campus. The ultimate aim of Workwell is to support economic development and growth in South Africa. This is done through the creation of productive and safe working environments. In order to accomplish the above, much research is done in the sphere of work wellness. This research is analysed and practical tools that are culturally sensitive
Community Domain and Work-Family Enrichment: an Exploratory Study
International Journal of Engineering & Technology, 2018
Recently, the positive side of work-family interface, work-family enrichment has been highlighted. However, most research came from Western cultural context and mostly focus on work and family domain only. Therefore, this study aims to investigate community domains demands and resources and its relationship to work-family enrichment in the Eastern cultural context, i.e. Malaysia. Self-administered questionnaire were answered by 506 employees from six organizations. It was found that family-work enrichment (FWE) is higher than work-family enrichment (WFE). Resources from neighbors and relatives were positively related to WFE and FWE. Interestingly, friends’ resources were negatively related to WFE and FWE. The findings strengthened the link between resources and enrichment. This study has shown that support outside the workplace, particularly from relatives and neighbours are important in enhancing work-family and family work enrichment. Thus, organizations in collecti...
International Journal of …, 2011
Starting from the Social Exchange Theory, this study tested a theoretical model that examined the mediating role of Leader-Member Exchange in the relationship among two extra-work variables (Work-Family Conflict and Community Embeddedness) and Job Satisfaction. Using structural equation modeling, the relationships among the variables were explored in a sample of 561 health care workers from Italian Hospitals. Although not all the hypotheses were confirmed, findings supported that leaders can be considered an important factor in the mediation between nonwork dimension and job attitudes. Specifically, findings showed that extra-work dimension had a direct effect on the quality of relationship with a leader, which in turn influenced the employee' job satisfaction. The implications of these findings on future research and organizational practice are discussed.
Psychology and Education, 2020
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