Perceived Organizational Culture and Turnover Intentions: The Serial Mediating Effect of Perceived Organizational Support and Job Insecurity

Salvador, Mónica; Moreira, Ana; Pitacho, Liliana

doi:10.3390/socsci11080363

Cited by 17 publications

(23 citation statements)

References 53 publications

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“…The Social Exchange Theory, which investigates workplace behaviour by looking at the social behaviour of involved parties' interactions, is applied in perceived organisational support (Chen & Eyoun, 2021;Jeong & Kim, 2022). To identify the risks and rewards, theory uses a cost estimation that considers the impact of perceived organisational support, growth, and sustainability (Qi, Liu, Wei, & Hu, 2019;Salvador et al, 2022). Which assumes that employees exchange their efforts and loyalty to their organisation for visible (i.e., compensation and peripheral advantages) and non-tangible rewards like social economic advantages, vividly explains perceived organisational support (Alamanda, Ramdhani, Susilawati, & Hadi, 2019).…”

Section: Digital Learning and Perceived Organizational Supportmentioning

confidence: 99%

“…People naturally want to develop relationships with other people since they are social creatures, and this extends to the staff members of the businesses they do business with, particularly IT firms (Borah & Akhtar, 2022;Chamberlain et al, 2018). Social media's features have made it possible for businesses to track and evaluate client opinions and perceptions of them (Salvador et al, 2022). Such a business viewpoint on social media focuses on social media marketing and usage.…”

Section: Social Media Usage and Perceived Organizational Supportmentioning

confidence: 99%

“…According to Chen and Eyoun (2021), an organisation with a significant level of perceived support for its employees is likely to give those challenging assignments, instruction, and possibilities for growth. Such treatment meets the worker's emotional and social demands for consideration, respect, and acceptance (Salvador et al, 2022). Additionally, workers who feel supported by their employers are less likely to have work-life conflicts, have lower turnover rates, anxiety levels, and role ambiguity, and also report better financial performance (Qi et al, 2019;Salvador et al, 2022).…”

Section: Social Media Usage and Perceived Organizational Supportmentioning

confidence: 99%

“…Social media usage has become essential for businesses (Salvador, Moreira, & Pitacho, 2022). Taobao use is increasingly popular in India for advertisements due to the opportunity for multi-person engagement on a single platform (Delafrooz, Farokhbakht Foomani, & Khosravi, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Perceived organizational support as mediator between digital social media influence on technological innovation

Roy¹

2022

j. adv. res. s. sci. hum.

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Aim: The study focuses on perceived organizational support as a mediator between digital social media influence on technological innovation of knowledge workers working in IT companies in India. Methodology: A survey online of 415 knowledge employees in Indian IT organizations was used to analyze the results. Findings:The findings demonstrate that perceived organizational support is positively impacted by digital learning. The research findings also connected social media sites, digital learning, and technology innovation. Implications/Novel Contribution: The results of this study have extensive implications for Indian knowledge workers and administration, who may broaden the perceived organizational support as a mediator between digital social media influence on technological innovation of knowledge workers working in IT companies in India.

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Section: Digital Learning and Perceived Organizational Supportmentioning

confidence: 99%

Section: Social Media Usage and Perceived Organizational Supportmentioning

confidence: 99%

Section: Social Media Usage and Perceived Organizational Supportmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Perceived organizational support as mediator between digital social media influence on technological innovation

Roy¹

2022

j. adv. res. s. sci. hum.

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“…Increased focus has been placed on finding measures to boost job satisfaction and improve employee retention in recent years due to the nursing shortage and expected growth in demand for nursing services . Salvador et al (2022) say that an organization's culture can have a big effect on how firm employees feel at work, and Sugiono and Adillah (2021) say that this can make it easier for firms to adapt to outside factors. Attitudes can be raised and a more productive workplace can be established if leaders take the time to foster an environment where workers enjoy their interactions with one another and approach their work in a way that allows them to experience high levels of personal satisfaction while also contributing to the achievement of the company .…”

Section: Introductionmentioning

confidence: 99%

Organizational Culture as a mediator between Employee Dissatisfaction and Turnover Intention

Faeq¹,

Ismael²

2022

IJELS

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The purpose of the study is to examine whether and how organizational culture are associated with job dissatisfaction and turnover intention among firm employees in Kurdistan region of Iraq. Ninety-two workers participated in the study after being selected at random. The 100 employees from various companies were selected at random based on the total student body size at each school to receive the survey. In order to get the survey responses ready for statistical analysis, they were cleaned, coded, and put into an Excel matrix. The findings revealed that organizational culture has a significant mediation role between employee dissatisfaction and turnover intention. The test results returned both direct and indirect effects for all the relationships, which indicated only partial mediation in all the tested relationships. The results provided organisations’ insight into the possible consequences of firms in Kurdistan region of Iraq on employees and the organisations’ culture.

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How should companies manage their employees’ emigration intentions? A serial mediation model

Tafolli,

Hameli

2024

ICT

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Purpose This study aims to investigate the relationship between high-commitment human resource management (HCHRM) practices and emigration intentions in a developing country context. It further examines the mediating roles of perceived organizational support (POS) and job satisfaction in this relationship. Design/methodology/approach Using the survey method, data were collected online from 407 employees. Structural equation modeling (SEM) in Amos v. 23 was conducted to scrutinize the structural relationships among the variables. Findings The study revealed that HCHRM practices do not directly impact emigration intentions. However, they do significantly influence POS, which, in turn, has a positive effect on job satisfaction. Consequently, HCHRM practices indirectly affect emigration intentions through the serial mediation of POS and job satisfaction. Research limitations/implications While this study provides valuable insights into the intricate dynamics of HCHRM practices, organizational support, job satisfaction and emigration intentions, it has certain limitations, such as its specific focus on Kosovo and its reliance on cross-sectional data. Future research could explore these relationships in diverse settings and use longitudinal designs for a more profound understanding. Originality/value To the best of the authors’ knowledge, this study represents the first empirical investigation into the connection between HCHRM practices and emigration intentions within a developing country context. It underscores the significance of considering not only specific HRM practices but also broader contextual factors and mediating mechanisms, shedding light on how HCHRM practices influence employee intentions to emigrate. The findings provide a unique perspective for organizations and policymakers dealing with emigration challenges in developing countries.

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Perceived Organizational Culture and Turnover Intentions: The Serial Mediating Effect of Perceived Organizational Support and Job Insecurity

Cited by 17 publications

References 53 publications

Perceived organizational support as mediator between digital social media influence on technological innovation

Perceived organizational support as mediator between digital social media influence on technological innovation

Organizational Culture as a mediator between Employee Dissatisfaction and Turnover Intention

How should companies manage their employees’ emigration intentions? A serial mediation model

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