The Dynamic Role of Social Exchange and Personality in Predicting Turnover Intentions among Professional Workers

Exploring Intervening Influence of Interactional Justice between Procedural Justice and Job Performance: Evidence from South Asian Countries

“…In South Asian perspective, particularly in China, the study concluded by Wu et al (2012) showed full mediation of interactional justice on trust in supervisor, however it did not mediate the effect between authoritarian leadership and trust in supervisor. In Pakistani context the influence of procedural justice on employee engagement studied by Osman et al (2016). They studied the negative influence of organizational justice and turnover intention among professional workers.…”

Ki̇şi̇-Örgüt Uyumunun İşten Ayrilma Ni̇yeti̇ Üzeri̇ne Etki̇si̇nde İş Tatmi̇ni̇ Nasil Bi̇r Aracilik Rolü Üstleni̇r? Görgül Bi̇r Çalişma

“…SMT'ye göre sosyal ilişkiler en çok getiri getirecek ve en az zarar verecek davranışlarla biçimlenmeye çalışarak her iki tarafın davranışlarıyla açıklanmaktadır. Bu bağlamda çalışanların motivasyonu, performansı, geri çekilme kararlarıyla ilgili olarak tutum ve davranışlarını doğrudan etkileyen güçlü ilişkiler olduğu düşünülmektedir (Osman, Noordin, Daud ve Othman, 2016). Kişi ve örgütlerin uyumuyla ilgili yapılan araştırmalar, örgütlerin ve insanların temel özellikleri arasındaki benzerlikleri ortaya çıkarmaya odaklanmıştır (Westerman ve Cyr, 2004).…”

Influence of demographic factors and factors of job satisfaction in the processes of personnel management: prediction of staff turnover based on logistic regression

“…It is also possible to follow the link between the risks related to social activity and communicative traits of a personality [6]. At the same time, work satisfaction depends on demographic characteristics [7]. Paper [8] highlighted a number of the following aspects: possibility of professional growth, the size of an enterprise, salary level.…”

“…Given above studies [1][2][3][4][5][6][7][8][9][10][11][12][13], and taking into account a variety of indicators that affect staff turnover, the use of full automation for building a predictor will lead to the loss of information. For the purpose of objective risk assessment, it is necessary to engage specialists from a human resource department at different stages of prediction.…”