The Impact of Ethical Work Climate on the Intention to Quit of Employees in Private Higher Educational Institutions

Ching, Sock Lee; Kee, Daisy Mui Hung; Tan, Cheng Ling

doi:10.5171/2016.283881

Cited by 7 publications

(5 citation statements)

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“…Therefore, the ethical climate is a shared perception of organizational practices and procedures with a specific ethical component, including ethics, norms, attitudes, feelings, and employee behavior. The ethical climate is predicted to influence turnover intention related to several previous studies conducted by Ching et al (2016). They found a significant relationship between ethical climate and turnover intention.…”

Section: Literature Review Ethical Climate Turnover Intention Dan Organizational Commitmentmentioning

confidence: 78%

The Effect of Ethical Climate and Job Satisfaction on Turnover Intention Mediated by Organizational Commitment

Nugroho

Muafi

2021

jbti

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This study aims to examine and analyze the effect of ethical climate and job satisfaction on turnover intention mediated by organizational commitment at DN Production, Yogyakarta. The population in this study was 35 people with the sampling technique using the census method. This research uses quantitative methods by distributing questionnaires to employees. The analytical test tool used is Smarts v.3.0 with SEM (Structural Equation Modelling) analysis method. The results of data analysis in this study indicate that ethical climate has a negative effect on turnover intention, job satisfaction has a negative effect on turnover intention, the ethical climate has a positive effect on organizational commitment. , job satisfaction has a positive effect on organizational commitment, organizational commitment has a negative effect on turnover intention, organizational commitment indirectly mediates ethical climate on turnover intention, organizational commitment has a mediating role on job satisfaction on turnover intention.

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Section: Literature Review Ethical Climate Turnover Intention Dan Organizational Commitmentmentioning

confidence: 78%

The Effect of Ethical Climate and Job Satisfaction on Turnover Intention Mediated by Organizational Commitment

Nugroho

Muafi

2021

jbti

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“…To the best of our knowledge, the relationship between environmental bullying at work and turnover intention has never been explored. However, a number of past studies indicate that employees who perceive their work environment [21] or climate [22] as unfavorable tend to have higher turnover intention. In line with these studies and others based on the JD-R model, the more employees feel exposed to environmental bullying, the more likely they are to want to leave the organization.…”

Section: The Relationship Between Environmental Bullying and Turnover...mentioning

confidence: 99%

The Relationship between Environmental Bullying and Turnover Intention and the Mediating Effects of Secure Workplace Attachment and Environmental Satisfaction: Implications for Organizational Sustainability

2023

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Today, organizations must pay attention to countless aspects of work life to maintain high levels of organizational sustainability. One of the key aspects of organizational sustainability is maintaining low levels of turnover. In line with the Job Demands-Resources (JD-R) model and environmental psychology, the organizational environment must sustain employee well-being, motivation and performance. However, stressors such as environmental bullying, that is, bullying behaviors involving environmental elements (i.e., not giving colleagues the opportunity to adjust the temperature of the office or making noise near a colleague’s workspace), can have destructive effects on the employee and the organization. The present work aimed to test the impact of environmental bullying on employee turnover intention. In addition, to better understand the underlying psychosocial processes, we observed the mediating role played by secure workplace attachment and satisfaction toward the work environment. Using a cross-sectional design, we conducted a survey of 182 office employees and tested a serial mediation model. Hypotheses were tested using the PROCESS macro. The results show that employees who feel bullied through manipulation of their workspace or workplace have greater intention to leave, and secure workplace attachment and environmental satisfaction play a role in this relationship. The results confirm that while the environmental characteristics of the workplace can play a supportive role by meeting the employee’s needs, environmental bullying behaviors may have an adverse effects by promoting insecure attachment and an intention to leave. To reduce turnover intention, management should carefully consider the physical–spatial characteristics of workplaces as means of developing attachment to the place and environmental satisfaction in employees.

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“…Additionally, to significantly enhance the job performance of employees who have been subjected to workplace incivility, supervisors must provide their interests with attention, care, support, and emotional support (Afzal et al, 2023;Ansari et al, 2024). Employee training is required, and appropriate ethical behaviours and procedures are facilitated by conducting weekend meetings (Ching et al, 2016). Civility, Respect, and Engagement initiative programs in the workforce are intended to promote respectful and pleasant relationships among employees (Namin et al, 2022b).…”

Section: Workplace Incivility and Innovative Work Behaviormentioning

confidence: 99%

The Influence of Workplace Incivility on Innovative Work Behavior: Mediating Effect of Employee Engagement and Moderating Effect of Emotional Intelligence

Shehzadi,

Azim Khan

2024

J. Asian Dev. Studies

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Workplace incivility is a common problem in academic intuitions, leading to deviant behaviours between both academic and non-academic staff members that have a robust significant impact on employees' behaviours towards organizations. Workplace incivility can stifle employee creativity. This study explores how employee engagement mediates this adverse effect and how emotional intelligence moderates the relationship between incivility and engagement. Drawing on the Conservation of Resources (COR) theory, we propose that incivility depletes employee resources, hindering innovative work behaviour. We hypothesize that high emotional intelligence buffers the negative impact of incivility on engagement, ultimately promoting innovative behaviour. Using data from faculty in Pakistani higher education institutions, we analyze the proposed model with PLS and SPSS software. Our findings confirm that workplace incivility reduces innovative work behaviour, but employee engagement weakens this adverse effect. Additionally, emotional intelligence strengthens the positive influence of engagement on innovative work behaviour. The study concludes with a discussion of implications for theory and practice, including future research directions.

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The Impact of Ethical Work Climate on the Intention to Quit of Employees in Private Higher Educational Institutions

Cited by 7 publications

References 0 publications

The Effect of Ethical Climate and Job Satisfaction on Turnover Intention Mediated by Organizational Commitment

The Effect of Ethical Climate and Job Satisfaction on Turnover Intention Mediated by Organizational Commitment

The Relationship between Environmental Bullying and Turnover Intention and the Mediating Effects of Secure Workplace Attachment and Environmental Satisfaction: Implications for Organizational Sustainability

The Influence of Workplace Incivility on Innovative Work Behavior: Mediating Effect of Employee Engagement and Moderating Effect of Emotional Intelligence

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