Motivational Needs and Intent to Stay of Social Enterprise Workers

Caringal-Go, Jaimee Felice; Hechanova, Ma. Regina M.

doi:10.1080/19420676.2018.1468352

Cited by 23 publications

(17 citation statements)

References 40 publications

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“…Greater social needs of Gen Y employees will lead to increase in intention to stay longer. The results of this study are consistent with past studies that have revealed that social needs are important [33], [34]. Caringal-Go and Hechanova [34] also found that employees value work that has social impact and is meaningful.…”

Section: Discussion and Recommendationsupporting

confidence: 92%

“…The results of this study are consistent with past studies that have revealed that social needs are important [33], [34]. Caringal-Go and Hechanova [34] also found that employees value work that has social impact and is meaningful. Social needs encompass needs for affiliation and belongingness and a study by Awang et al [36] found that relationship with colleagues was one of the factors that significantly affect job satisfaction and intention to stay.…”

Section: Discussion and Recommendationsupporting

confidence: 92%

“…Milkovich and Newman [33] found that job applicants were attracted and had higher desire to work for organizations that fit their social needs. Caringal-Go and Hechanova [34] also found that employees value work that has social impact and meaningful. Social needs cover the establishment of new relationships and relatedness to coworkers.…”

Section: Relationship Between Social Needs and Intention To Staymentioning

confidence: 96%

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Social Needs And Intention To Stay By Generation Y Employees In The Banking Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

Othman¹,

Singh²,

Hashim³

2019

IJEAT

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This study examined the impact of social needs of Generation Y employees towards their intention to stay longer in organizations. The mediating role of perceived organizational support was also examined. In this quantitative research, data was collected using a survey method. The study population were Generation Y employees in the banking sector in Malaysia. Random sampling was used to collect data from 470 respondents. Self-administered questionnaires were delivered by hand. Structural equation modelling was used to test the relationships. The findings revealed that Gen Y employees’ social needs were positively related to their intention to stay. It was found that perceived organizational support mediated the relationship between the two constructs. The findings presented new insights into how Gen Y employees social needs can contribute to improving their intention to stay in the banking sector. Given the paucity of research in the context of the role of social needs and perceived organizational support, this study provides an understanding to organizations on the influence of social needs and perceived organizational support in improving retention of Gen Y employees

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Section: Discussion and Recommendationsupporting

confidence: 92%

Section: Discussion and Recommendationsupporting

confidence: 92%

Section: Relationship Between Social Needs and Intention To Staymentioning

confidence: 96%

See 1 more Smart Citation

Social Needs And Intention To Stay By Generation Y Employees In The Banking Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

Othman¹,

Singh²,

Hashim³

2019

IJEAT

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“…Greater social needs of Gen Y employees will lead to increase in intention to stay longer. The results of this study are consistent with past studies that have revealed that social needs are important (Caringal-Go and Hechanova, 2018). In addition, this study revealed that POS mediates the relationship between social needs and intention to stay longer by Gen Y employees.…”

Section: F I N D I N G Ssupporting

confidence: 92%

Generation Y Employees in the Banking Sector in Malaysia: Social Needs, Intention to Stay and Perceived Organizational Support

Othman

Singh²,

Hashim³

2019

Asia Pr soc sci

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By year 2025, 75% of the workforce will be Gen Y employees. This study examined the influence of social needs on the intention to stay by Gen Y employees in the banking sector in Malaysia. The mediation role of perceived organizational support between the two constructs was examined. In this quantitative study, primary data was collected from a sample of 470 respondents. The examination concluded that higher level of social needs had a positive and significant influence on intention to stay. This study further revealed that perceived organizational support partially mediated the relationship between social needs and intention to stay. Due to the expected rise of the Gen Y workforce in future, this study will give organizations a better understanding and knowledge of Gen Y social needs and provide them the right tools to collaborate and find the right solutions.

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“…Esto, en primera instancia, podría interpretarse como una contradicción a las contribuciones de Foss et al (2009), Lee (2016) y Lin (2007). Pero, sobre todo, llega a desafiar aquellos estudios que llevan a pensar que el trabajo desempeñado por parte de los empleados de organizaciones híbridas obtienen, por sí mismos, un sentido de motivación que los impulsa a adoptar conductas beneficiosas para su organización, como, por ejemplo, el KSB (Caringal-Go & Hechanova, 2018;Svensson, 2014).…”

Section: Discussionunclassified

El rol mediador de la identificación organizacional: compartir conocimiento en ambientes híbridos

Contreras-Pacheco

Lesmez-Peralta

2018

SUMNEG

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Motivational Needs and Intent to Stay of Social Enterprise Workers

Cited by 23 publications

References 40 publications

Social Needs And Intention To Stay By Generation Y Employees In The Banking Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

Social Needs And Intention To Stay By Generation Y Employees In The Banking Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

Generation Y Employees in the Banking Sector in Malaysia: Social Needs, Intention to Stay and Perceived Organizational Support

El rol mediador de la identificación organizacional: compartir conocimiento en ambientes híbridos

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