The Impact of Pay Satisfaction, Job Stress, and Abusive Supervision on Turnover Intention among Banking Employees

Raza, Safdar; Azeem, Muhammad; Humayon, Asad Afzal; Ansari, Noor ul-Ain

doi:10.31529/sjms.2017.3.2.7

Cited by 14 publications

(16 citation statements)

References 22 publications

(24 reference statements)

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“…Regarding the relation of POS and stress previous studies found negative relation which is in line with our finding [32,[41][42][43][44][45][46][47]. Finally, we also have previous studies regarding stress and TI which most of them found positive relationship [12,13,[53][54][55][56][57][58]. Our model based on these studies.…”

Section: Resultssupporting

confidence: 89%

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Employee Turnover Intention: The role of perceived organizational support and stress

Yunita¹,

Prasetio²,

Dharmoputra³

et al. 2019

Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)

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Managing turnover is quite difficult these days. Organizations competing with each other to hire the best available employees. They also need to keep their best performers from leaving. That is why organizations should identify their employee intention to leave. This study examines the relationships among perceived organizational support (POS), job stress, and turnover intention among plantation employees in Irian Province. Operating in remote area and facing cultural differences organization has its own challenges to manage their human resources. A total of 117 participants from various jobs in one organization participated. Job stress was found to be a mediator of the POS and turnover intention relations. Surprisingly, we found no significant relation of POS and turnover intention. However, the study found a positive relation between POS and job stress while job stress and turnover found to had a negative relationship. Results of the study suggest that organizations should provide enough support for their employees in order to reduce the level of stress which then would decrease the intention to leave.

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Section: Resultssupporting

confidence: 89%

“…Other studies from Korea using participants from hotel and hospitals support findings that work-related stress can predict employee intentions to quit [53,54]. Other studies also had found the same result [55][56][57][58]. A positive relationship underlies the relation between work-stress and TI.…”

Section: Stress and Turnover Intentionmentioning

confidence: 72%

Employee Turnover Intention: The role of perceived organizational support and stress

Yunita¹,

Prasetio²,

Dharmoputra³

et al. 2019

Proceedings of the 1st International Conference on Economics, Business, Entrepreneurship, and Finance (ICEBEF 2018)

View full text Add to dashboard Cite

show abstract

“…So, employees' PS might not relate to ETP (Edwards et al, 2008). PS in the absence of MS has a weak relation to employee outcomes (i.e., performance, turnover, commitment) (Bhatnagar, 2014;Raza et al, 2017).…”

Section: The Moderating Role Of Msmentioning

confidence: 99%

The Impact of Managerial Support on the Association Between Pay Satisfaction, Continuance and Affective Commitment, and Employee Task Performance

Khalid

2020

Sage Open

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This research study explores the moderating effect of managerial support and mediating effect of continuance and affective commitment on the association of employees’ pay satisfaction and their task performance. Data were collected from the university’s faculty members of Kingdom of Saudi Arabia ( N = 610) at two phases in time through random sampling technique. For data analysis, descriptive statistics, Pearson’s correlation analysis, and Preacher and Hayes’s PROCESS macro were utilized. The result showed that commitment positively mediates the relationship between pay satisfaction and manager-rated task performance, whereas pay satisfaction has an indirect positive relationship with task performance through continuance and affective commitment and was stronger in faculty having high managerial support. The continuance commitment mediation for the relationship of pay satisfaction and task performance is stronger compared with the mediation of affective commitment for the same relationship. This study provides a significant contribution to the literature of pay satisfaction by proposing and analyzing the associations between pay satisfaction and task performance as mediated by forms of organizational commitment and first- and second-order moderation of managerial support. The current study adds to the limited research on the effect of managerial support and commitment on the association of pay satisfaction and their task performance in higher education sector of Saudi Arabia.

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“…Research conducted by Quresi et al (2013) on the textile industry in Pakistan also showed that job stress and turnover intentions have a significant positive Yag Sewwandi and Perere (2016) conducted a study of the apparel industry in Sri Lanka the results obtained from this research that job stress and turnover intention positive significant effect. Research Raza et al (2017) in the banking industry in Pakistan also shows a positive result of the relationship between job stress and turnover intention of employees.…”

Section: Job Stress and Turnover Relationship Itentionmentioning

confidence: 94%

Job Stress Effect On Turnover Intention of Employees

Sari¹

2019

Proceedings of the 1st International Conference on Applied Economics and Social Science (ICAESS 2019)

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This study aimed to determine the effect of job stress variables and turnover intention. Based on this, the researchers are keen to explore and know more about the effect of work stress on turnover intention that happen to employees using 360 questionnaires. The data obtained will be processed and analyzed using SPSS statistical test tool 22. Analysis of the data in this study used descriptive statistical tests, validity and reliability, the classic assumption test, and simple linear regression test. Research shows that job stress positive effect on turnover intention. Based on these results it can be concluded that job stress can affect the desire of the employee turnover intention, therefore the company should be able to prosper employees in order to minimize the level of job stress that occurs to employees.

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The Impact of Pay Satisfaction, Job Stress, and Abusive Supervision on Turnover Intention among Banking Employees

Cited by 14 publications

References 22 publications

Employee Turnover Intention: The role of perceived organizational support and stress

Employee Turnover Intention: The role of perceived organizational support and stress

The Impact of Managerial Support on the Association Between Pay Satisfaction, Continuance and Affective Commitment, and Employee Task Performance

Job Stress Effect On Turnover Intention of Employees

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