A Study on Effect Relationships of Coaching Leadership Job Satisfaction,Organizational Commitment,Turnover Intention

Wee, Kuk-hoan; Bang, Won-seok; Park, Ju‐Young

doi:10.21742/ijswpm.2020.7.1.01

Cited by 5 publications

(8 citation statements)

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“…The results of this study align with the research of [41], [42] in different sectors proving that there is no significant effect between job satisfaction and turnover intention. However, this study does not align with the research results from [6], [36], [40] which found a negative effect of job satisfaction on turnover intention.…”

Section: Job Satisfaction To Turnover Intentionsupporting

confidence: 87%

“…Research conducted [32] on junior programmers found that organizational commitment has a negative and significant effect. The results of this study are supported by research conducted [7], [42], [60], which found that organizational commitment has a negative effect on turnover intention. Different research results were found by [61], who found no significant effect of organizational commitment on turnover intention.…”

Section: Organizational Commitment and Turnover Intentionsupporting

confidence: 75%

“…[36], which found a negative effect of job satisfaction on turnover intention. A different effect was found in research [41], [42] job satisfaction has a negative but insignificant effect on turnover intention. Most studies show that job satisfaction has a negative and significant effect on turnover intention.…”

Section: Job Satisfaction and Turnover Intentioncontrasting

confidence: 53%

“…Job satisfaction can increase organizational commitment [52]. Employees with high organizational commitment do not easily leave the company [42].…”

Section: The Mediating Role Of Organizational Commitment In the Effec...mentioning

confidence: 99%

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Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

Suroya,

Bagis,

Widhiandono

et al. 2023

AJEBA

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Aims: This study examines the role of transformational leadership and job satisfaction in reducing turnover intention in the hospitality sector, including the mediating factor of organizational commitment on employees at the 4-star hotels in Purwokerto. Study Design: This research uses a quantitative approach with questionnaire data collection methods. Place and Duration of Study: This research was conducted on employees at the 4-star hotels in Purwokerto, totaling 176 respondents from 276 employees between September 2023 - October 2023. Methodology: The retrieval technique used is quota sampling which is done by setting quotas based on the proportion of each hotel. This research was conducted using Partial Least Square analysis. The results of this analysis calculate the percentage of the results of the demographic conditions of all employee respondents at the 4-star hotels so that the calculations are even. As a result, the sampling collected 176 respondents, including 123 male and 53 female employees, with a predominance of ages 20 - 25 years. Results: Using a significant level of 5%, the results of the analytical calculations prove that Transformational Leadership, Job Satisfaction and Organizational Commitment have a negative but insignificant effect on Turnover Intention. Transformational Leadership and Job Satisfaction positively and significantly affect Organizational Commitment. The mediation results show that Organizational Commitment cannot mediate the relationship between Transformational Leadership and job satisfaction on turnover intention. Conclusion: The results of this study show that leaders who implement transformational leadership practices and satisfied employees can increase organizational commitment, but it cannot significantly reduce turnover intention.

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Section: Job Satisfaction To Turnover Intentionsupporting

confidence: 87%

Section: Organizational Commitment and Turnover Intentionsupporting

confidence: 75%

Section: Job Satisfaction and Turnover Intentioncontrasting

confidence: 53%

“…Job satisfaction can increase organizational commitment [52]. Employees with high organizational commitment do not easily leave the company [42].…”

Section: The Mediating Role Of Organizational Commitment In the Effec...mentioning

confidence: 99%

See 2 more Smart Citations

Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

Suroya,

Bagis,

Widhiandono

et al. 2023

AJEBA

View full text Add to dashboard Cite

show abstract

“…Most scholars study turnover intention from the individual level of employee, such as salary and benefits, work pressure and job satisfaction (Porter et al, 1974;Nawab & Bhatti, 2011;Terera & Ngirande, 2014). Some scholars also focus on the organizational level, including organizational commitment and organizational identity (Allen, 2006;Greenberg & Baron, 2008;Lee & Youngho, 2018;Wee et al, 2020). In recent years, some scholars have found that job embedding can better predict employee turnover intention than job satisfaction and organizational commitment (Jiang et al, 2012;Ramesh & Gelfand, 2010;Wheeler et al, 2010;Lee et al, 2004;Holtom & O'Neill, 2004;Mitchell et al, 2001).…”

Section: Introductionmentioning

confidence: 99%

The Effect of Supportive Organizational Climate on Employee Turnover Intention: A Cross-Level Analysis

Hao¹,

Wang²

2022

JHRSS

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Employee turnover affects the stable development of enterprise. It is not only an urgent problem that leaders need to think about, but also a research topic that management scholars and economists focus on. Turnover intention can well predict the turnover behavior of employee. Therefore, this paper investigates 50 enterprises and 305 employees in China and uses a cross-level regression model to test the mechanism between supportive organizational climate and employee turnover intention based on the organizational support theory. The results show that the supportive organizational climate can significantly reduce employee turnover intention, and job embedding plays a cross-level partial mediating role, and high commitment work system plays a cross-level moderating role between them. The research suggests that in the Chinese context, managers should not only devote themselves to creating a fine organizational climate for employee, but also actively implement high commitment work system to meet the spiritual needs and material needs of employee, thus reducing their turnover intention and promoting the long-term and stable development of the enterprise.

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Relationship between mentoring and coaching experience, teaching self-efficacy and job satisfaction of vocational school teachers in Thailand

Preechawong

Anmanatrakul

Pinit

et al. 2021

Educational Studies

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A Study on Effect Relationships of Coaching Leadership Job Satisfaction,Organizational Commitment,Turnover Intention

Cited by 5 publications

References 0 publications

Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

Examining the Influence of Transformational Leadership and Job Satisfaction to Reduce Turnover Intention with Organizational Commitment as a Mediator

The Effect of Supportive Organizational Climate on Employee Turnover Intention: A Cross-Level Analysis

Relationship between mentoring and coaching experience, teaching self-efficacy and job satisfaction of vocational school teachers in Thailand

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