Effect of Competence and Career Development on Turnover and It’s Impact on Productivity

Rusilowati, Umi; Maulida, Hira

doi:10.24912/jm.v24i1.618

Cited by 3 publications

(2 citation statements)

References 4 publications

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“…If they perceive that yours offers them better competency development, they will stay with the organization. Hira and Rusilowati (2020) studied the effect of competence development and career development on turnover intentions and concluded that both have a negative and significant effect. Additionally, it was discovered in a study by Martini et al (2023) that employee competency development had a negative and significant impact on turnover intentions.…”

Section: Organizational Competence Development Practices and Turnover...mentioning

confidence: 99%

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

Moreira,

Tomás,

Antunes

2024

Administrative Sciences

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The main objective of this investigation was to study the effect of organizational competency development practices on turnover intentions and whether affective commitment explains this relationship. Another of the study’s objectives was to test whether these relationships vary according to the generation to which the participant belongs. The study sample consisted of 2123 participants working in Portuguese organizations. The results indicate that organizational competency development practices (training, individualized support, and functional rotation) negatively and significantly affect turnover intentions and that affective commitment mediates this relationship. However, these relationships vary according to the participant’s generation. For Generation Y and Generation X, this mediating effect is found in all dimensions of organizational competency development practices. For the baby boomer generation, there is only a mediating effect of affective commitment in the relationship between individualized support and turnover intentions. These results indicate that human resources should consider the generation to which the participant belongs when implementing competency development practices.

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Section: Organizational Competence Development Practices and Turnover...mentioning

confidence: 99%

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

Moreira,

Tomás,

Antunes

2024

Administrative Sciences

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“…To ensure that employees have the quality and competence that organizations need, there should be processes to help employees remain competitive in a healthy way (Rusilowati & Maulida, 2020). Organizations should focus on healthy competition amongst employees which can be created through competency determination and positive career development as both do enhance organizational productivity (Hasan et al, 2020).…”

Section: Resiliencementioning

confidence: 99%

Relationship Between Leadership, Resilience, and Competence Amongst Police Officers in Klang Valley, Malaysia

Razali¹,

Rami²,

Nazuri³

et al. 2021

ASS

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Excellent human resource development prioritizes organizational performance development elements. Organizational performance in Malaysia’s public sector is a concept that still needs to be explored. To date, improvements to leadership quality in order to enhance employee competence is one of the areas of study that has become the focus of researchers in the field of human resource development. In fact, leadership quality is also influenced by a person’s self-resilience to changes – one such example is police officers’ competence in order to perform their duties well. This study aims to assess the relationship between self-resilience and the leadership qualities of police officers. The study involved the Royal Malaysia Police of the state of Selangor. The study which used a simple randomized quantitative method involved 105 respondents comprised of police officers and other members of the force. Findings of the study indicate highest positive relationships between leadership and competency, resilience and competency, and resilience and leadership, with r values between 0.791 to 0.864. However, the relationship between leadership quality based on education level and length of service (work experience) was not significant. This study shows that there are several elements in human resource development and performance management that can be improved by emphasizing on the leadership aspect in order to improve the competencies of police officers in Malaysia.

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Competence Development and Affective Commitment as Mechanisms That Explain the Relationship between Organizational Culture and Turnover Intentions

Palma-Moreira,

Dias,

Pereira

et al. 2024

Administrative Sciences

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This study investigated the effect of organizational culture (supportive culture, innovation culture, goal culture and rule culture) on turnover intentions and whether this relationship was mediated by organizational practices of competencies development (training, functional rotation and individualized support) and affective commitment. The study sample consisted of 369 participants working in organizations based in Portugal. The results show that only goal culture positively and significantly affects the three dimensions of organizational practices of development competencies and affective commitment. The culture of support has a positive and significant effect on functional rotation, individualized support and affective commitment. The culture of innovation has a positive and significant effect on training. Supportive culture, goal culture and the dimensions of organizational practices of development competencies negatively and significantly affect exit intentions. The serial mediating effect of organizational practices of development competencies and affective commitment on the relationship between organizational culture (supportive culture and goal culture) and turnover intentions was proven. Organizational culture, especially supportive culture and goal culture, proved to be relevant in boosting the implementation of organizational practices of development competencies, boosting affective commitment and reducing turnover intentions.

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Effect of Competence and Career Development on Turnover and It’s Impact on Productivity

Cited by 3 publications

References 4 publications

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

Relationship Between Leadership, Resilience, and Competence Amongst Police Officers in Klang Valley, Malaysia

Competence Development and Affective Commitment as Mechanisms That Explain the Relationship between Organizational Culture and Turnover Intentions

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