How can financial organizations improve employee loyalty? The effects of ethical leadership, psychological contract fulfillment and organizational identification

Tseng, Lu‐Ming; Wu, Jui-Yun

doi:10.1108/lodj-07-2015-0142

Cited by 43 publications

(28 citation statements)

References 99 publications

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“…Therefore, PLS is sufficient to establish and develop the theory [65] or to check the theory which is in its initial phase [67], hence very suitable in this research. In addition, SEM is especially suggested to analyse the mediation [68], and ample of research work employed this statistical approach in estimating such relationship using PLS [69][70][71]. Likewise, the PLS through WarpPLS 5.0 was employed to test the hypotheses and goodness of the model fit.…”

Section: Discussionmentioning

confidence: 99%

The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction

Shafique¹,

Kalyar²,

Ahmad³

2018

Interdiscip. Descr. Complex Syst.

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This study aims to examine the impact of ethical leadership on employees' job satisfaction, job performance, and turnover intention. A conceptual framework is developed which integrates job satisfaction as a mediating mechanism in explaining the nexus among ethical leadership, employee job performance, and turnover intention. The proposed model is tested by using the data collected from a sample (n = 196) of tourist companies in Pakistan. The results reveal that ethical leadership has a positive effect on employees' job satisfaction, job performance and negative effect on employees' turnover intentions. Further, job satisfaction mediates the effect of ethical leadership on employees' job performance and turnover intentions. The findings recommend that the demonstration of ethical leadership behaviours by managers at the workplace increases the likelihood of employees' job satisfaction and performance, while reducing their intention to leave the job. This study elucidates that, in Pakistani tourism sector, ethical leadership plays a key role in achieving performance goals. Future research could analyse the said nexus in different sectors and across different cultures while considering other measures of individual performance. The originality of this study is theorizing as well as empirically testing the intervening mechanism of job satisfaction in probing the linkages among ethical leadership, job performance, and turnover intention in Pakistani workplace context.

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Section: Discussionmentioning

confidence: 99%

The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction

Shafique¹,

Kalyar²,

Ahmad³

2018

Interdiscip. Descr. Complex Syst.

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“…In general, some empirical studies showed that PCF and employee attitudes are intertwined around organization elements including work performance, organizational citizenship behavior, corporate trust, employee turnover, etc. (Johnson and O'Leary-Kelly, 2003;Sturges et al, 2005;Katou and Budhwar, 2012;Tseng and Wu, 2017). Members of the organization receiving appropriate PCF have higher trust, retention intentions and perceived organizational support (Coyle-Shapiro and Kessler, 2000;Turnley et al, 2003).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

Impact of psychological contract fulfillment on micro-firm clerks: An empirical study in China

Liu¹

2019

Afr. J. Bus. Manage.

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The psychological contract is an international academic focus in the field of organization behavior and human resources management. Despite a large number of literatures in the psychological contract from different types of organizations, there is still a lack of exploration involving the micro business sector. This study aims to fill some of the gaps and analyze the intimate relationship with the target of micro-firm clerks in the context of China. Such analysis was performed employing the self-constructed framework of Psychological Contract Fulfillment (PSF), which has been built to reflect the specific characteristics in line with Chinese circumstances. Results show that the PSF has a positive effect on organization commitment and work acceptance while indicates the negative impact on the turnover intention, as perceived by the micro-firm clerks in the sampled cities. PSF for micro-firm clerks, on the other hand, acts as a partial intermediary role between Leader-Member Exchange (LMX) and work acceptance as well as turnover intention. PSF practices call for the significant need to improve internal behavior relations for micro-firm clerks and have the potential to create a type of organizational environment or culture for more sustainable exchanges that act as a positive role for stable human resources, preserving loyalty value and reducing the firms' cost of staff turnover.

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“…It is hope through these two factors too can it enforces employees' loyalty towards the organization. By definition, employee loyalty is the ability of an employee to stay and be faithful to the organization for a certain extent 13,14 . However, a more comprehensive definition of job loyalty, employee's commitment towards the organization also included.…”

mentioning

confidence: 99%

Generation Y: Moderating Effect of Motivation on the Relationship Between Rewards and Loyalty

Salahudin¹,

Alwi²,

Baharuddin³

et al. 2018

TOJDAC

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Employee loyalty among generation Y workers has been focus in many studies as many employees in this generation job hop from one organization to another. One of the main reason found is the opportunity of better compensation and rewards in other organization. Thus, the focus of this study is to investigate the relationship between rewards and loyalty among generation Y. Besides that, previous research stated that through rewards, employee gain motivation to stay committed to the organization. Hence, motivation is studied as the moderator of the relationship between rewards and loyalty. The self-administered questionnaires were distributed to generation Y in the capital of Malaysia regardless of their sectors and level of management. Structural models were constructed for hypothesis testing and the result founds that rewards have a significant relationship with loyalty. This study also found that motivations do not strengthening or weakening the effects of rewards on loyalty.

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How can financial organizations improve employee loyalty? The effects of ethical leadership, psychological contract fulfillment and organizational identification

Cited by 43 publications

References 99 publications

The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction

The Nexus of Ethical Leadership, Job Performance, and Turnover Intention: The Mediating Role of Job Satisfaction

Impact of psychological contract fulfillment on micro-firm clerks: An empirical study in China

Generation Y: Moderating Effect of Motivation on the Relationship Between Rewards and Loyalty

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