Interplay among Abusive Supervision, Employee Engagement and Turnover Intentions: Mediating Role of Job Satisfaction

Humayon, Furqan

doi:10.35484/pssr.2022(6-ii)45

Cited by 2 publications

(2 citation statements)

References 21 publications

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“…Women's leadership aspiration is based on relational aspects that include opportunities to work with others, which align with their beliefs about leadership and necessary abilities (Okolo, 2021), while men's leadership aspiration is associated with the opportunities for power, influence, and presiding (Swartz & Amatucci, 2018). Moreover, female faculty members in higher education institutions have low leadership aspirations due to various factors such as cultural impacts, parenting challenges, lack of confidence, unwillingness to progress in their career (Van Dijk et al, 2021) and lack of employee engagement which can also lead to turnover intentions sometimes (Sheikh, Hamid & Naseem, 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

“…The pandemic has widened gender gaps in labor force participation, with 5% of female employees losing their jobs compared to 3.9% of men (International Labour Organization, 2021). Lack of support from the supervisors in HEIs (Sheikh, Hamid & Naseem, 2022) is also one of the reasons women's progress in leadership roles has shown only modest progress (Krause, 2017). The study's findings will contribute to the existing literature on gender gap in leadership and will provide valuable insights into the factors that hinder women's professional growth and development in HEIs of Pakistan.…”

Section: Introductionmentioning

confidence: 99%

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Role of Stereotype Threat, Leadership Aspiration and Work from Home in Gender Gap in Leadership: A Study of the Higher Education Institutions of Pakistan

Naseem

2023

JDSS

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This study examines the underrepresentation of women in leadership positions in Pakistani higher education institutions (HEIs), where women hold only 4.5% of leadership positions. Despite comprising nearly half of the population and labor force, women tend to pursue teaching careers due to domestic and caregiving responsibilities. Male faculty members predominantly occupy leadership positions in HEIs, which creates stereotype threats and obstacles for female faculty members. The COVID-19 pandemic has worsened the situation by increasing domestic and family responsibilities for women. The study used a quantitative, cross-sectional design to collect data from 329 Ph.D. female faculty members working in Pakistani HEIs. The findings offer insights into individual and organisational factors impacting the gender gap in leadership positions and suggest potential remedies to increase the number of women in leadership positions in Pakistani HEIs.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Role of Stereotype Threat, Leadership Aspiration and Work from Home in Gender Gap in Leadership: A Study of the Higher Education Institutions of Pakistan

Naseem

2023

JDSS

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When and why is kinship important? Reducing turnover intention with kinship employee engagement

Pariyanti,

Adawiyah,

Wulandari

2024

ICT

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Purpose The main objective of this study is to assess kinship employee engagement as a mediating variable in the relationship between person–organization–fit (P-O Fit) and person–job–fit with turnover intention. Design/methodology/approach This research was conducted at creative industry micro, small and medium enterprises (MSME) in Yogyakarta, Indonesia. The number of respondents was 331 MSME employees. The distribution of questionnaires was carried out using offline and online systems through direct questions and Google forms. The data analysis tool used was structural equation modelling. Findings The findings of this study revealed that kinship employee engagement is proven to mediate the relationship between P-O-fit and P-J-fit on turnover intention. Research limitations/implications This research provides a new perspective on social exchanges, namely, exchanges that are intangible based on the relationship between employees, leaders and owners of micro and small medium enterprises (MSMEs) in the form of kinship employee engagement. Employees who feel P-O Fit and P-J fit with their organizations will exhibit positive behavior in the form of kinship employee engagement. Practical implications The first practical implication is that MSME superiors/owners must pay more attention to P-O fit; one way to do this is to assess P-O fit at the recruitment and selection stage. This may be useful for organizations that hire and retain employees whose goals and values closely match those of the organization. With regard to the P-J fit relationship, and turnover intention, which turns out to have a negative relationship, this finding has implications for the formulation of policies that should not only focus on increasing the knowledge, skills and abilities of employees but also on fulfilling their wishes. For example, providing employees with training, self-development opportunities, flexible working hours and competitive salaries will strengthen their level of compatibility with their jobs, which in turn will reduce the willingness of employees to leave their jobs. Social implications In social practice, kinship employee engagement can be applied to MSMEs. When MSME owners have limited funds, facilities, etc., to bind employees, they can apply kinship to employees so that they are more attached to MSMEs. Originality/value This study is among the first to introduce a new construct (kinship employee engagement) which is an extension of the engagement construct that is more specific and follows the MSME context, and is the first study to propose kinship employee engagement as a mediating variable in the relationship between P-O-fit and P-J-fit on turnover intention.

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Interplay among Abusive Supervision, Employee Engagement and Turnover Intentions: Mediating Role of Job Satisfaction

Cited by 2 publications

References 21 publications

Role of Stereotype Threat, Leadership Aspiration and Work from Home in Gender Gap in Leadership: A Study of the Higher Education Institutions of Pakistan

Role of Stereotype Threat, Leadership Aspiration and Work from Home in Gender Gap in Leadership: A Study of the Higher Education Institutions of Pakistan

When and why is kinship important? Reducing turnover intention with kinship employee engagement

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