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Relationship Of Organizational And Supervisory Support On Employee Commitment And Turnover Intent In A Commercial Bank
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Book Synopsis Relationship of Organizational and Supervisory Support on Employee Commitment and Turnover Intent in a Commercial Bank by : Fegeline A. Egalla
Download or read book Relationship of Organizational and Supervisory Support on Employee Commitment and Turnover Intent in a Commercial Bank written by Fegeline A. Egalla and published by . This book was released on 2011 with total page 57 pages. Available in PDF, EPUB and Kindle. Book excerpt: Employees' retention depend largely on their commitment to their organization and from the support they receive. If they perceive that their organizations and supervisors are improving their strategies to maintain a committed workforce, these employees may possess high commitment toward the organization. Committed employees stay in their organizations because they feel they want to, need to or ought to remain. Through a descriptive-correlation design, the researchers seek to explore the relationship between organizational and supervisory support with organizational commitment and turnover intent. The respondents comprised of 150 rank-and-file employees working in a leading commercial bank in the Phillipines. Purposive sampling was utilized in the selection of respondents. Findings revealed that employees receive high support from their organization and supervisor. They yielded high organizational commitment and have turnover intent. Significant relationships (level of significance = .05) exist between organizational and supervisory support with organizational commitment and turnover intent.
Book Synopsis Perceived Organizational Support and Employee Commitment, Work Effort, and Turnover Intent by : Linda D. Koenig
Download or read book Perceived Organizational Support and Employee Commitment, Work Effort, and Turnover Intent written by Linda D. Koenig and published by . This book was released on 1992 with total page 116 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Work Engagement, Task Performance, and Turnover Intention by : Hamad Mohamed Abdulla Fadhel Alqubati
Download or read book Work Engagement, Task Performance, and Turnover Intention written by Hamad Mohamed Abdulla Fadhel Alqubati and published by . This book was released on 2020 with total page 298 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this study was to understand bank employees’ intent to leave their jobs. High employee turnover can be a serious setback to the fulfilment [sic] of an organization’s strategic objectives. The research design adopted in the study is based on positivism, which is a deductive method to test and confirm the given hypotheses. To perform this analysis, multiple analytical techniques have been used in the dissertation, including a) descriptive analysis to examine the average the trend of bank employees against the given objectives; b) reliability analysis to examine the data quality, which can be a prerequisite for further analysis; c) confirmatory factor analysis (CFA) using AMOS to check the ‘measurement model’ assessing the structural model; d) CFA combined with structural equation modelling [sic] (SEM) on the primary data as the latter is an important ‘multivariate-technique.’ A total of 15 hypotheses were tested and the relationships are estimated based on the study model discussed in the methodology chapter. Of the 15 hypotheses proposed, 8 are direct and 7 are indirect relationships, with the mediating effect of work engagement. The hypotheses developed here are grounded on the central construct of the ‘organizational support theory, which posits that supervisors’ valuable conduct determines the extent to which employees support the organization, establishes their sense of responsibility and diminishes their inclination to leave the job. Data were analysed using SPSS (i.e. statistical package for social sciences) and AMOS (i.e. analysis of moment structures). To perform the analysis, primary data were collected from 424 respondents working in the selected banks in Abu Dhabi. Of these respondents, usable data from only 388 respondents were used for analysis. The key findings of the study suggest that the underlying role of supervisory support, self-efficacy, and role clarity in augmenting task performance and diminishing turnover intentions is vital.
Book Synopsis Organizational Commitment and Employees' Intention to Leave by : Fouzia Ali
Download or read book Organizational Commitment and Employees' Intention to Leave written by Fouzia Ali and published by LAP Lambert Academic Publishing. This book was released on 2012-02 with total page 100 pages. Available in PDF, EPUB and Kindle. Book excerpt: RETAINING EMPLOYEES A BIG CHALLENGE!The purpose of the current study was to investigate the level of organizational commitment of employees in the commercial banks of Pakistan. In this regard study was undertaken to first, assess the antecedents (demographic and organizational characteristics) that may influence employees' commitment at work. Furthermore the study analyzed the effect of differences in the level of commitment among employees upon their intention to leave the organization. This study was carried out at manager level employees in different commercial banks having major operations in Lahore. To achieve these objectives, a sample of 22 out of total of 36 banks was taken. As far as results are concerned, it was concluded that experience and other organizational characteristics (such as, job characteristics, perceived organizational support and organizational climate) has a significant effect on the three components of organizational commitment (affective, continuance and normative commitment). The study also revealed that there is a highly significant negative relationship between organizational commitment and the employees' intention to leave the organization.
Book Synopsis Handbook of Employee Commitment by : John P. Meyer
Download or read book Handbook of Employee Commitment written by John P. Meyer and published by Edward Elgar Publishing. This book was released on 2016-09-28 with total page 564 pages. Available in PDF, EPUB and Kindle. Book excerpt: A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification.
Book Synopsis Job Embeddedness and Turnover Intentions by : Cherrity N. Holmes
Download or read book Job Embeddedness and Turnover Intentions written by Cherrity N. Holmes and published by . This book was released on 2015 with total page 51 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this study was to examine the relationship between job embeddedness and turnover intentions as moderated by perceived supervisory support. A total of 413 participants from a large public university in California participated in this study. It was found that there was a significant positive relationship between job embeddedness and turnover intentions such that those who were embedded in their jobs were less likely to have turnover intentions. In addition, there was a significant and negative relationship found between perceived supervisory support and turnover intentions such that those who perceived that they had supervisory support had more turnover intentions. A moderating relationship was not found. Since this study is believed to be one of the first of its kind to examine perceived supervisory support as a moderator, further research is needed. Implications of these findings are that organizations should aid their employees in becoming embedded in their organization as this should reduce turnover intentions.
Download or read book Personnel Management Abstracts written by and published by . This book was released on 2000 with total page 872 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Emotional exhaustion as a mediator in the relationship between organisational commitment and extra-role work behaviours by : Marcos Alonso Rodriguez
Download or read book Emotional exhaustion as a mediator in the relationship between organisational commitment and extra-role work behaviours written by Marcos Alonso Rodriguez and published by GRIN Verlag. This book was released on 2014-07-01 with total page 62 pages. Available in PDF, EPUB and Kindle. Book excerpt: Thesis (M.A.) from the year 2006 in the subject Psychology - Work, Business, Organisation, grade: 72, Aston University, language: English, abstract: This study examines the relationship between organizational commitment and citizenship behaviours, counterproductive work behaviours and turnover intentions. It also investigates the mediation effect of exhaustion on these relationships. Data were obtained from 87 workers of a health care Charity Trust based in the UK. Hierarchical regression analysis indicated that organizational commitment was related to counterproductive work behaviours and turnover intentions but not to citizenship behaviours. Moreover, exhaustion partially mediated the organizational commitment and turnover intentions relationship. However it is discussed that this mediation is not critical as the effects of exhaustion are overshadow by those of commitment.
Book Synopsis The Work and Family Handbook by : Marcie Pitt-Catsouphes
Download or read book The Work and Family Handbook written by Marcie Pitt-Catsouphes and published by Routledge. This book was released on 2015-12-03 with total page 1183 pages. Available in PDF, EPUB and Kindle. Book excerpt: The Work and Family Handbook is a comprehensive edited volume, which reviews a wide range of disciplinary perspectives across the social sciences on the study of work-family relationships, theory, and methods. The changing demographics of the labor force has resulted in an expanded awareness and understanding of the intricate relations between work and family dimensions in people's lives. For the first time, the efforts of scholars working in multiple disciplines are organized together to provide a comprehensive overview of the perspectives and methods that have been applied to the study of work and family. In this book, the leading work-family scholars in the fields of social work, psychology, sociology, organizational behavior, human resource management, business, and other disciplines provide chapters that are both accessible and compelling. This book demonstrates how cross-disciplinary comparisons of perspective and method reveal new insights on the needs of working families, the challenges faced by those who study them, and how to formulate policy on their behalf.
Download or read book The Union at Work written by and published by . This book was released on 1928 with total page 35 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The Role of Supervisor-subordinate Relationship Quality on Turnover Intention in the Federal Government by : Allison Mckenzie Settles
Download or read book The Role of Supervisor-subordinate Relationship Quality on Turnover Intention in the Federal Government written by Allison Mckenzie Settles and published by . This book was released on 2016 with total page 118 pages. Available in PDF, EPUB and Kindle. Book excerpt: In May 2015, the Washington Post published an article titled: "Uncle Sam Had Better Start Treating His Employees Right." The article's title captures the essence of the status of human capital in the federal government. Currently, the federal bureaucracy is faced with the potential threat of losing talented workforce due to budget constraints (Wynen & Op de Beeck, 2014), work environments ( Choi, 2009; S.H. Kim, 2005; S.Y. Lee & Whitford, 2008; Lee & Jimenez, 2011), and human resource management practices ( S.H. Kim, 2005; Moyihan & Landuyt, 2008; Shaw, Delery, Jenkins, & Gupta, 1998; Lee & Jimenez, 2011). The potential exit of human capital poses a severe threat to recruiting and retaining the best and the brightest workers. Also, to make the federal government labor force situation worse, many federal workers are now eligible for retirement. Ertas (2015) refers to a report published in 2010 that states that the Office of Personnel Management (OPM) reported by 2015 that 48% of the federal workforce will be eligible for retirement (Partnership for Public Service & Booz Allen Hamilton, 2010, p. 5). With the aforementioned factors, federal agencies cannot afford to have employees exit. The departure of workers adversely impacts expertise in the organization and productivity, and costs agencies a substantial amount of money (Grissom, NicolsonCrotty, & Keiser, 2012; Kellough & Osuna, 1995; Lambert & Hogan, 2009; Monnihan & Landuyt, 2008; Wynen & Op de Beeck, 2014). This study utilizes the personal viewpoint of current employees from the large federal agencies to develop a model that will assist federal agencies to identify factors that will encourage employees' intent to stay with their organization and have long, lasting careers in the federal service. This study employs the Federal Employee Viewpoint Survey.
Book Synopsis When Mobilization and Closeness Go Hand in Hand by : Nadine Quenneville
Download or read book When Mobilization and Closeness Go Hand in Hand written by Nadine Quenneville and published by . This book was released on 2010 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This article presents the results of a study highlighting the role of perceived support and affective commitment in the relationship between the perception of three human resource management practices and two types of employee mobilization behaviours, as assessed by their supervisor. This study sought to explore the relationship between skills development practices, non-monetary recognition and information sharing, on the one hand, and mobilization behaviours in two categories or “areas” of performance, that is, behaviours related to work contract compliance and those related to high job performance, on the other. The concept of mobilization behaviours and its background will be presented in detail. This concept is part of a broader model, that of mobilizing human resources, which will also be presented. In light of research advances in this field, we measured two agents of support and commitment, that is, the supervisor and the organization .We chose management practices which are used in a discretionary manner by the organization but especially by supervisors. Indeed, deliberate intervention on the part of the supervisor increases the influence of these practices on the level of support perceived by employees. The social exchange and norm of reciprocity theories were used to explain the relationships between the different variables in our model. The social exchange theory helps to explain an employee's decision as to whether or not to contribute to the well-being of the organization in response to the exchange relationships that he or she has experienced at work. Based on the postulate of reciprocity, it is understood that employees tend to show affective commitment to the organization and the supervisor, insofar as they also perceive that the latter are committed to them. More specifically, through positive initiatives such as the implementation of human resource management practices, the organization and the supervisor foster perceived support by getting across the symbolic message to employees that they are valued and taken into consideration. In response to this perceived support, employees develop affective commitment, that is, an emotional attachment to the organization and the supervisor. It is therefore postulated that employees who perceive support from the organization and the supervisor, through the implementation of discretionary human resource practices, will feel a moral obligation to repay these benefits, by demonstrating affective commitment and adopting mobilization behaviours. In this regard, it is recognized that mobilization is above all fostered by significant reciprocity relationships which are maintained through moral and social debts. We thus studied two social exchange relationships, that between the employee and the organization, and that between the employee and the supervisor. We also hypothesize that an employee's commitment to the supervisor will lead him or her to display a greater number of mobilization behaviours related to work contract compliance, as these behaviours are likely to be particularly beneficial to the supervisor on a day-to-day basis. In order to eliminate common variance problems, we measured the employees' mobilization behaviours (related to work contract compliance and high job performance) through a supervisor questionnaire, and the explanatory variables through an employee questionnaire. Analyses were carried out on a sample of 222 employees and 38 supervisors in a Canadian retail chain. Relationships were determined using structural equation modelling with LISREL. We also established the discriminant validity of the constructs by comparing various measurement models using LISREL. Lastly, alternative models were developed in order to assess the mediating effects of support from and commitment to the organization and the supervisor. Our results show that a favourable perception of skills development, non-monetary recognition and information sharing was positively linked to the perception of organizational support. Of these three practices, only information sharing was not associated with the perception of organizational support through the perception of support from the supervisor. Skills development and non-monetary recognition, on the other hand, positively influenced the perception of support from the supervisor which, in turn, reinforced the perception of organizational support. The relationships between the perception of organizational support, affective organizational commitment and high job performance behaviours, as assessed, were significant, as were the relationships between the perception of support from the supervisor, affective commitment to the supervisor and behaviours related to work contract compliance and high job performance, as assessed. Lastly, the link between affective commitment to the supervisor and behaviours related to work contract compliance, as assessed, was stronger than that between affective organizational commitment and these same behaviours, as assessed. Comparing alternative models to the structural model proposed made it possible to gather evidence regarding the mediating role of affective organizational commitment and affective commitment to the supervisor in the relationship between the perception of organizational support, the perception of support from the supervisor and mobilization behaviours. We set out to assess the explanatory power of perceived support and affective commitment involved in the relationship between employees, their supervisor and the organization. Our conclusions indicate that the relationship between employees and their supervisor in the retail trade industry is significant and should be taken into consideration by organizations that wish to foster the mobilization of employees through various human resource practices. Thus, we discovered that in response to the quality of their relationship with their supervisor, employees adopt a wide range of mobilization behaviours.
Book Synopsis The Moderating Effect of Supervisor and Organisational Support on the Relationship Between Psychological Contract and Employee Turnover Intention by : Michael Loudwick Mathebula
Download or read book The Moderating Effect of Supervisor and Organisational Support on the Relationship Between Psychological Contract and Employee Turnover Intention written by Michael Loudwick Mathebula and published by . This book was released on 2021 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Middle Managers' Trust in Supervisors and Turnover Intention During Organizational Socialization Period by : Ho Wong
Download or read book Middle Managers' Trust in Supervisors and Turnover Intention During Organizational Socialization Period written by Ho Wong and published by . This book was released on 2020 with total page 139 pages. Available in PDF, EPUB and Kindle. Book excerpt: Empirical studies have shown that employees' trust in their direct supervisors has a negative correlation with voluntary employee turnover. This thesis examines this effect among new managers in organizations. I propose a model in which trust in direct supervisors influences new managers' turnover intention during the organizational socialization period. Drawing on attachment theory and person-environment correspondence theory, I predict that job insecurity and person-organization fit are the key mechanisms through which cognition-based and affect-based trust in supervisors affect new managers' voluntary turnover. A three-phase longitudinal quantitative research is proposed to test the research model. The results from 162 participants in Hong Kong support the model, showing that job insecurity and person-organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the organizational socialization period and middle manager stage moderate the relationship between trust in supervisors and person-organization fit. The implications of the findings for future research and management practice are also discussed
Book Synopsis Organizational commitment and its consequences by : Leon Thomsen
Download or read book Organizational commitment and its consequences written by Leon Thomsen and published by GRIN Verlag. This book was released on 2014-10-08 with total page 27 pages. Available in PDF, EPUB and Kindle. Book excerpt: Academic Paper from the year 2013 in the subject Leadership and Human Resources - Miscellaneous, grade: 91.11%, EBS European Business School gGmbH (EBS Business School), course: Organizational Behaviour, language: English, abstract: Considering the demographic change, the organizational change, which among others is characterized by globalization as well as more flexible forms of employment, and the increasing importance of high professional qualifications, the preservation of employees, especially of executives and young talents, has become of enhanced relevance for organizations. In coherence with the preservation of employees, organizational commitment is highlighted in scientific research as the extent of identification of an employee with an organization and its consequences on his motivation and loyalty towards that organization.
Book Synopsis Supervisor's Conflict Management Style and Causal Attribution by : David Kobla Semordzi
Download or read book Supervisor's Conflict Management Style and Causal Attribution written by David Kobla Semordzi and published by LAP Lambert Academic Publishing. This book was released on 2012-08-01 with total page 108 pages. Available in PDF, EPUB and Kindle. Book excerpt: This work provides a comprehensive guide to researchers in the field of Industrial and Organizational Psychology. The study sought to investigate the influence of supervisor's conflict management style and their causal attribution on employee work-related outcomes such as organizational commitment and turnover intentions.In addition, the interactive effect of conflict management style and causal attributions on these work-related outcomes was also examined. However, no significant difference was found in organizational commitment of employees as far as the conflict management style of their supervisors was concerned. Again, the causal attribution of supervisors was not found to affect employees' organizational commitment and their turnover intentions. Finally, conflict management styles were not found to interact with causal attribution style to affect employee's work-related outcomes. It was concluded among other things that supervisor's causal attribution style do not have a stronger effect on their employees work outcomes while their conflict management styles affected only employee's turnover intentions.
Book Synopsis Relationships Among Trust, Organizational Commitment, Perceived Organizational Support, and Turnover Intentions by : Jennifer Simone Canipe
Download or read book Relationships Among Trust, Organizational Commitment, Perceived Organizational Support, and Turnover Intentions written by Jennifer Simone Canipe and published by . This book was released on 2006 with total page 308 pages. Available in PDF, EPUB and Kindle. Book excerpt:
