The Effects of Perceived Organizational Support on the Turnover Intention: A Case Study of Textile Sector

Shafique, Muhammad Zubair; Din, Muhammad Zia ud; Nadeem, Muhammad; Din, Mohy ud; Nawaz, Rub

doi:10.6007/ijarbss/v8-i9/4637

Cited by 3 publications

(3 citation statements)

References 27 publications

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“…The more employees perceive their boss to be supportive, the less likely they are to leave their jobs. However, several previous studies have shown that there is an inconsistency between perceived organizational support and turnover intention (Shafique et al, 2018;Nadeem et al, 2019;Wong & Wong, 2017;Paul & Hung, 2018), and research inconsistencies between transformational leadership and turnover intention (Kim et al, 2021;Gyensare et al, 2016;Eberly et al, 2017). These inconsistent results provide a gap for researchers to form a new conceptual model and close the research gap by adding another variable as a mediating variable, namely organizational commitment in bridging the relationship between perceived organizational support and transformational leadership on turnover intention.…”

Section: Introductionmentioning

confidence: 97%

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

Matande¹,

Thoyib²,

Kurniawati³

2022

IJRBS

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This study examines the effect of perceived organizational support and transformational leadership on the turnover intention of health workers at Hospital X, Mimika Regency through mediating organizational commitment. This research was conducted in ten work units at Hospital X Mimika Regency, Papua. This study uses saturated sampling. Primary data was obtained by distributing questionnaires to 103 health workers. Data analysis used partial least square (SEM-PLS) structural equation modeling with Smart-PLS 3.0 application. The results show that the perceived organizational support and transformational leadership had a negative and significant effect on turnover intention. The results of this study show a positive significant effect of perceived organizational support and transformational leadership on turnover intention and a negative significant effect organizational commitment on turnover intention. This study also found that organizational commitment has not been able to mediate the effect of perceived organizational support on turnover intention. From these findings, it should be underlined that the turnover intention of health workers will be high, if the organization and leaders do not pay attention to the welfare and needs of health workers, such as bonuses or benefits and salaries that are in accordance with the level of education, workload, and years of service. Equitable training and fair career promotion, giving authority and delegation to health workers in the decision-making process, providing advice, evaluation, and positive feedback.

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Section: Introductionmentioning

confidence: 97%

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

Matande¹,

Thoyib²,

Kurniawati³

2022

IJRBS

View full text Add to dashboard Cite

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“…Then the latter can be due to the application of organizational support that is not the same in the two organizations. However, after retracing existing research regarding the relationship between perceived organizational supportand turnover intention, there is a study by Shafique et al (2018) who found a positive relationship between perceived organizational support and turnover intention. Shafique's research was carried out in the textile industry in Pakistan to find out what factors could cause employees to easily leave the company.…”

Section: Discussionmentioning

confidence: 99%

Role of Workplace Spirituality and Perceived Organizational Support on Turnover Intention: Evidence from Private Hospital in Indonesia

Saralita

Ardiyanti

2020

KSS

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Nowadays, the success of an organization depends heavily on employees’ productivity which can be influenced by employees’ health conditions. Generally, either an organization or an individual needs a hospital for health services. This has an impact on the growth of hospitals which continues to increase, so that competition in the health industry will be even higher. Therefore health industry stakeholders require to continue improving their services, either through improved facilities or improvements from the employees’ side. Based on research, turnover intention is one of many problems which must be solved by health industry stakeholders. Many factors can influence turnover intention, i.e. workplace spirituality, perceived organizational support, and organizational commitment. The purpose of this study was to know the effects of these factors on turnover intention mediated by organizational commitment. A total of 235 employees from a private hospital in Jakarta participated as respondents. Data obtained through questionnaires and then analyzed using SEM. The results showed that organizational commitment was positively influenced by perceived organizational support and workplace spirituality. Furthermore, workplace spirituality and organizational commitment negatively affected turnover intention. Organizational commitment can mediate the relationship between workplace spirituality and turnover intention. Keywords: turnover intention, workplace spirituality, perceived organizational support, organizational commitment, hospital

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“…According to (Shafique, 2018) "Turnover is an employeepsychological responsewhere employee has thought about good-byethe company for another. Employee turnover is a significant area of study ofhuman resource management, it is very important for employersto overcomeonTurnoverbecause companiesinvest on workersdue toretainingtraining,induction, anddeveloping.Turnover is an important matter for industries in the relationship with holding human capital to keep up the association's intensity for effective talent management".…”

Section: Introductionmentioning

confidence: 99%

Effect of Competence and Career Development on Turnover and It’s Impact on Productivity

Rusilowati

Maulida²

2020

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The purpose of this study was to determine the effect of competency on turnover, to determine the effect of career development on turnover, to determine the effect of competencyand career developmentsimultaneously on turnover, to determine the effect of competence on productivity, to determine the effect of career development on productivity, to determine the effect of competencyand career developmentsimultaneously on productivity, to find the effect of turnover on productivity at PT. Reckitt Benckiser Indonesia. The method used in this study was the STATA version 14.2 program. The population was 319 employees and 177 respondents. The result of this study is competence has an effect on turnover, career development has an effect on turnover, competence and career development has an effect on turnover, competence has an effect on productivity, career development has an effect on productivity, competence and career development has an effect on productivity, turnover has an effect on productivity.

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The Effects of Perceived Organizational Support on the Turnover Intention: A Case Study of Textile Sector

Cited by 3 publications

References 27 publications

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

The effect of perceived organizational support and transformational leadership on turnover intention of health workers at Hospital X Mimika Regency Papua

Role of Workplace Spirituality and Perceived Organizational Support on Turnover Intention: Evidence from Private Hospital in Indonesia

Effect of Competence and Career Development on Turnover and It’s Impact on Productivity

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