Perceived Organization Support Towards Employee Engagement and The Impact of Employee Job Satisfaction

Sulistyawati, Upik Sri; Sufriadi, Dedi

doi:10.23887/ijssb.v4i4.28587

Cited by 13 publications

(23 citation statements)

References 14 publications

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“…Employees who have a strong sense of corporate support will be more optimistic toward their organizations, and will contribute more to their organizations (e.g., increasing work satisfaction, positive moral status, and declining TI) (Kerdpitak & Jermsittiparsert, 2020; Sulistyawati & Sufriadi, 2020). If an organization is insufficiently careful of employees’ commitments, their expectations of organizational support are reduced and plans to leave the organization may increase (Srivastava & Agrawal, 2020).…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

The Impact of Knowledge Sharing and Participative Decision-Making on Employee Turnover Intention: The Mediating Role of Perceived Organizational Support

2022

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In order for an organization to thrive and operate well, it is dependent on its ability to share knowledge. It is consequently well accepted that knowledge sharing in companies is a key success factor for enhancing company performance and sustainability. Therefore, knowledge sharing and employee participation in decision-making are positively associated with perceived organizational support, and turnover intention. Notwithstanding, the inherent advantages of knowledge sharing and participative decision making, promoting organizational support is a concern for many organizations. As such, the purpose of this study is to examines the interaction between knowledge sharing, participative decision-making, and turnover intention, mediated by perceived organizational support using a structural equation model. The result of the analysis of data collected from 323 staffs of telecommunication company in Iraq indicated that perceived organization support mediates the relationship between knowledge sharing, participative decision making, and turnover intention. Furthermore, knowledge sharing and participative decision making affect turnover intention. This study was able to infer that emolyees who are considered, recognized and treated positively benefit the organization, and this eliminates any intent to leave.

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

The Impact of Knowledge Sharing and Participative Decision-Making on Employee Turnover Intention: The Mediating Role of Perceived Organizational Support

2022

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“…So, the higher the application of work from home, the higher the work-life balance of an employee [11]. To improve employee performance [12].…”

Section: Discussionmentioning

confidence: 99%

Employees’ Work-Life Balance Reviewed From Work From Home Aspect During COVID-19 Pandemic

Putri¹,

Amran²

2021

ijmsit

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The COVID-19 pandemic suddenly made the company inevitably has to run its operational activities in a way of work from home. The sudden change in the operational activity system can have an impact on the work-life balance of employees. In this study, the researchers wanted to know the work-life balance of the employees during the COVID-19 pandemic in terms of work from home. The research method used is a survey method with descriptive verification research type. The data used are primary data obtained from distributing the questionnaire. The results showed that work from home respectively has a positive and significant effect on the work-life balance on the employees. There are dimensions and indicators that are the highest and lowest in constructing each variable and the results of this study are expected to be used by the company to minimize and anticipate the occurrence of negative effects on work-life balance in terms of the aspects of work from home.

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“…Through the experimental study, 60 employees are randomly divided into a control group and an experimental group, each with 30 members (15 males and 15 females). The control group will maintain their original living habits, while the experimental group will receive 12 weeks long standard dance training [12][13][14][15], twice a week and two hours each time.…”

Section: Evaluation Of Employees' Mental Health Based On Amentioning

confidence: 99%

Factor Analysis and Mental Health Prevention of Employee Turnover under the Profit-Centered Development of Modern Service Industry

Zhong

Zhang

Xiao-ling

2022

Occupational Therapy International

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Recently, the employee turnover rate of the modern service industry has continued to increase, leading to a decline in the service quality, customer turnover, and an increase in human costs. Meanwhile, fierce competition and enterprises’ internal pressure have brought great psychological trauma to employees and affected their mental health. Understanding and finding out the factors that affect employees’ resignations are the solutions to employees’ mental health problems. The research innovation lies in building a relationship model between turnover intention, psychological contract, and job satisfaction; analyzing the influence mechanism and interaction of various variables in the model; and providing reference and thinking for the service industry to solve the problem of excessive turnover of employees. Besides, the questionnaire design and investigation are carried out, and 60 front-line employees of a service company are selected as the research objects. The results show that the overall internal consistency coefficient of SCL-90 is 0.96, and the overall consistency coefficient is directly proportional to the scale’s reliability. The validity coefficient of SCL-90 is 0.79, which has good compatibility validity. Moreover, the correlation coefficient between the psychological contract and turnover intention is 0.621, and the Sig value is 0.00. The correlation coefficient between job satisfaction and turnover intention is −0.663, and the Sig value is 0.00. The psychological contract is positively correlated with turnover intention, and job satisfaction is negatively correlated with turnover intention. After the standard dance experiment, the P values of psychological indicators such as somatization, interpersonal relationship, depression, anxiety, and psychosis factors of employees in the control and experimental groups are all less than 0.05, indicating a significant correlation. Therefore, through 12 weeks of standard dance practice, all psychological indicators of the experimental group are significantly improved. However, the change results of the terror factor and paranoia factor are P > 0.05 , showing no significant difference. After the standard dance experiment, there is a significant difference between the control and experimental groups in mental health factors, but no significant difference in terror and paranoia factors. This study has significant reference value for the prevention of employee turnover and mental health.

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Perceived Organization Support Towards Employee Engagement and The Impact of Employee Job Satisfaction

Cited by 13 publications

References 14 publications

The Impact of Knowledge Sharing and Participative Decision-Making on Employee Turnover Intention: The Mediating Role of Perceived Organizational Support

The Impact of Knowledge Sharing and Participative Decision-Making on Employee Turnover Intention: The Mediating Role of Perceived Organizational Support

Employees’ Work-Life Balance Reviewed From Work From Home Aspect During COVID-19 Pandemic

Factor Analysis and Mental Health Prevention of Employee Turnover under the Profit-Centered Development of Modern Service Industry

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