Mediating Role of Loneliness and Organizational Conflict Between Work Overload and Turnover Intention

Aytaç, Serpil; Başol, Oğuz

doi:10.1007/978-3-319-96059-3_32

Cited by 8 publications

(8 citation statements)

References 13 publications

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“…This makes them feel that their goals are not in line with the goals of the organization, thus encouraging them to seek alternative assistance from other organizations. This is in line with study conducted by Aytac and Basol (2018). The results of this study indicate that there is a positive and significant influence between loneliness and Intention to Leave.…”

Section: Literature Review Workplace Loneliness and Organizational Commitmentsupporting

confidence: 92%

“…Thus, it is concluded that loneliness can have a negative impact on organizational commitment, which in turn, may affect the intention to leave (Ertosun & Erdil, 2012). This is in line with study conducted by Aytac and Basol (2018). The results of this study indicate that there is a positive and significant influence between loneliness and Intention to Leave.…”

Section: Workplace Loneliness On Intention To Leavesupporting

confidence: 88%

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Effects of workplace loneliness and perceived organizational support towards intention to leave mediated by organizational commitment

Wahyuni¹,

Muafi²

2021

IJRBS

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The aim of this research is to examine and analyze effects of workplace loneliness and perceived organizational support towards Intention to Leave mediated by organizational commitment. This research was conducted on the employees of securities company that are part of Indonesian Stock Exchange (BEI), specifically located in D.I. Yogyakarta and Central Java, with a total sample of 101 respondents. The data analysis used for this research is quantitative method of Structural Equation Modeling (SEM) with result that shows; (1) There is a negative and significant correlation between Workplace Loneliness towards Organizational Commitment, (2) there is a positive and significant correlation between Workplace Loneliness towards Intention to Leave, (3) there is a positive and significant correlation between Perceived Organizational Support towards Organizational Commitment, (4) Perceived Organizational Support has a negative and significant correlation towards Intention to Leave, (5) there is a negative and significant correlation between Organizational commitment towards Intention to Leave, (6) there is a positive and significant correlation between Workplace Loneliness towards Intention to Leave through the variable of Organizational commitment, and (7) there is a negative and significant correlation between Perceived Organizational Support towards Intention to Leave through the variable of Organizational commitment among the employees of securities company that are parts of Indonesian Stock Exchange (BEI), specifically located in D.I. Yogyakarta and Central Java.

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Section: Literature Review Workplace Loneliness and Organizational Commitmentsupporting

confidence: 92%

Section: Workplace Loneliness On Intention To Leavesupporting

confidence: 88%

Effects of workplace loneliness and perceived organizational support towards intention to leave mediated by organizational commitment

Wahyuni¹,

Muafi²

2021

IJRBS

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“…Thus, further, following AET, we argue that that affect states of loneliness act as an intervening mechanism linking various workplace events and work-related employee outcome of well-being. Besides, following the previous literature (Aytac and Basol, 2018), it is logical to assume that relationship conflict at work can result in an experience of loneliness and hence direct to reduce the employee well-being.…”

Section: Theoretical Framework and Hypothesis Formulationmentioning

confidence: 98%

The differential association of workplace conflicts on employee well-being

Kuriakose

Sreejesh

Wilson

et al. 2019

IJCMA

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Purpose The purpose of this study is to examine the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being. Further, the study pursues to explore the perceived social support at the workplace as a conditional factor in the relation between different conflict types and employee loneliness. Design/methodology/approach The data were collected using a self-administered survey from 554 IT employees. Structural equation modelling (SEM) was used to test the study postulations. Findings The findings indicated that all three types of conflicts differently associate on both loneliness and well-being. Besides, it found that loneliness works as a mediator between conflict types and employee well-being. Further, perceived social support at the workplace moderates the relationship between different types of conflict, such as relationship, process, task conflicts and employee loneliness at work. Practical implications The study provides helpful directions to HR managers by providing a clear empirical understanding of the types of conflicts and its association on employee-related outcomes. Further, the study highlights the need for developing social support in an organisation during conflict episodes, to manage the adverse association of these conflicts on employee well-being and to restore employee well-being. Originality/value To the best of the authors’ knowledge, for the first time, a study has been conducted highlighting the differential association of workplace conflict and employee outcome and indicating its intervening mechanisms and conflict management conditions.

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“…In order to be able to solve these crises, we need structured and consistent methods to help us handle these crises and cope with them in a scientific manner, based on the expertise, experience and skills inherent in a successful management style, through crisis management plans and strategies that are rationally and critically designed to ensure effective outcomes for individuals or organisations (Aytaç & Basol, 2018).Crisis management reports have also been listings of rhetorical ideas that ignore both the analytical context and the quantitative basis for how organisations should minimize the effects if the crisis is not overcome. There is also a lack of research from an open system perspective on how facets of organizational architecture and the job setting communicate and impact organizational success in sensitive circumstances (Alemu, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…There is also a lack of research from an open system perspective on how facets of organizational architecture and the job setting communicate and impact organizational success in sensitive circumstances (Alemu, 2018). Studies have also ranged from constructing statistical frameworks for guiding business organisations and government parastatals on behavior in internal management and military conflict situations (Aytaç & Basol, 2018), as well as designing educational tools for managing disaster prevention (Bernstein, 2012), and focusing on tactical analysis to improve logistic structures. Although these findings have offered new insights into numerous crisis management problems, they have primarily been focused on institutional analysis and game theory methods, rather than on organizational ideas and techniques that, we think, may offer a far more applicable and better basis for crisis management.…”

Section: Introductionmentioning

confidence: 99%

Crisis Management and Organizational Resilience in Telecommunications Firms in Rivers State

Nnamdi¹,

Onuoha²

2020

IJAAR

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The research assesses the effect of the crisis management approach and its effect on the corporate resilience of telecommunications companies. The concern with the analysis is that telecommunications companies are under internal and external pressure, which may lead to a true crisis concerning corporate resilience and the resulting loss of productivity and lower earnings. To achieve the objective of the analysis, the self-governing questionnaire was used to collect data. It has been produced and circulated to a survey of 84 respondents. The study states that the different facets of crisis management, such as; Changing Path Strategy, Reserve Mobilization Strategy, Group work Strategy, Crisis Fragmentation Strategy, and Crisis Containment Strategy have potent influence overall on the resilience of telecommunication firms. In the light of this, the study advises that; Businesses should have a center for the training of company leaders and managers and equip them with the requisite capacity to cope with crises. There should be greater interest in the conduct of studies and scientific study and advanced field studies in the area of crisis management, and in collaboration with major organizations and organisations with considerable expertise in this field, businesses should develop effective policies and techniques that lead to crisis management.

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Mediating Role of Loneliness and Organizational Conflict Between Work Overload and Turnover Intention

Cited by 8 publications

References 13 publications

Effects of workplace loneliness and perceived organizational support towards intention to leave mediated by organizational commitment

Effects of workplace loneliness and perceived organizational support towards intention to leave mediated by organizational commitment

The differential association of workplace conflicts on employee well-being

Crisis Management and Organizational Resilience in Telecommunications Firms in Rivers State

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