The interactive effect of job involvement and organizational commitment on job turnover revisited: A note on the mediating role of turnover intention

Sjöberg, Anders; Sverke, Magnus

doi:10.1111/1467-9450.00194

Cited by 204 publications

(169 citation statements)

References 25 publications

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“…Other empirical studies confirm the important role of organizational commitment in the turnover process (Baroudi, 1985;Blau & Boal, 1987;Cotton & Tuttle, 1986;Sjoberg & Sverke, 2000). It has also been reported that organizational commitment is more strongly related to turnover intention than job satisfaction (Baroudi, 1985).…”

Section: Theoretical Backgroundmentioning

confidence: 71%

Quality of working life and turnover intention in information technology work

Korunka

Hoonakker²,

Carayon

2008

Hum Ftrs & Erg Mfg Svc

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High turnover has been a major issue in information technology (IT) organizations. A conceptual model to explain turnover was developed and tested in two national samples of IT and IT manufacturing work. The model postulates that quality of working life mediates the relations between job/organizational characteristics and turnover intention. The American sample consisted of 624 IT employees of five IT organizations. The Austrian sample consisted of 677 employees from an international IT production company (IT manufacturing work). A similar questionnaire was used in both studies. The model was tested with path analysis. A core model with main pathways between job demands and supervisory support to emotional exhaustion, and between emotional exhaustion and job satisfaction to turnover intention was confirmed in the national samples and in subsamples of demographics and job types.

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Section: Theoretical Backgroundmentioning

confidence: 71%

Quality of working life and turnover intention in information technology work

Korunka

Hoonakker²,

Carayon

2008

Hum Ftrs & Erg Mfg Svc

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“…Finally, the measure of student's 'intention to leave university' is perceptual, and may not represent the totality of student attrition. That noted, the efficacy of this measure in predicting eventual leave/exit is well documented (Sjoberg and Sverke 2000;Tett and Meyer 1993), though not within the context of university attrition. Future replication of the study herein, incorporating additional variables such as eventual turnover and other contextual control variables, is thus suggested.…”

Section: Limitationsmentioning

confidence: 99%

Why lecturers still matter: the impact of lecturer-student exchange on student engagement and intention to leave university prematurely

et al. 2017

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This research examines the impact of lecturer-student exchange (student-LMX) on engagement, course satisfaction, achievement and intention to leave university prematurely for 363 students in one Australian university. Survey and Grade Point Average (GPA) data were collected from domestic undergraduate first-and second-year students and analysed using structural equation modelling. The results indicated that student's levels of engagement and course satisfaction fully mediated the relationship between student-LMX and intention to leave university, when demographic and socio-economic factors were controlled for. In an era when low student engagement and attrition is often attributed to individual demographic factors, and lecturers are under increasing threat of being replaced by technology, this research offers compelling evidence regarding the role of lecturer-student relationships in enhancing tertiary student outcomes.

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“…Blau ve Boal'ın bir uygulamasında, işe katılımın geliştirilmesi zor olduğunda, örgüte bağlılık yaratma çabalarının işgücü devrini azaltmada önemli hale geleceği ortaya konmuştur (Sjoberg ve Sverke, 2000).…”

Section: öRgütsel Bağlılık Kavramıunclassified

Banka Müdürleri̇ni̇n Eti̇k Davranişlari Çalişanlarinin İş Tatmi̇ni̇ Ve Örgütsel Bağliliklarini Güçlendi̇ri̇r Mi̇?

Evirgen¹,

Bakay²,

Demirtaş³

2016

Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi

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ÖZBu çalışmada, banka müdürlerinin etik davranışlarının çalışanların iş tatmini ve örgütsel bağlılıkları üzerindeki etkileri araştırılmıştır. Bankacılık sektörü açısından etik kavramı ele alınmış, iş tatmini ve örgütsel bağlılık kavramları açıklanarak aralarındaki ilişki ortaya konmuştur. Yapılan anket çalışması kapsamında bir özel ve bir kamu bankası çalışanlarından, şube müdürlerinin gösterdikleri etik davranışları, kendilerinin iş tatmini ve örgütsel bağlılıkları hakkındaki sorulara cevaplar alınmıştır. 202 banka çalışanından elde edilen veriler ile endeks değişkenler oluşturulmuştur ve regresyon modelleri ile incelenmiştir. Bulgulara göre, banka müdürlerinin etik davranışlarının çalışanların iş tatminini güçlendirirken, beklentinin aksine örgütsel bağlılıklarını anlamlı olarak azalttığı gözlemlenmiştir. Kontrol değişkenleri göz önünde bulundurularak pratik önerilerin yer aldığı tartışma ve sonuç bölümü ile çalışma sona ermektedir.Anahtar Sözcükler: Etik Davranış, İş Tatmini, Örgütsel Bağlılık, Bankacılık DOES ETHICAL CONDUCT OF BANK MANAGERS ENHANCE SATISFACTION AND COMMITMENT OF THE STAFF? ABSTRACTIn this study, the impact of bank managers' ethical conduct upon employees' job satisfaction and organizational commitments is investigated. Concepts of ethics in banking sector, job satisfaction and organizational commitment are explained and the relationships between these are clarified. A survey was conducted with employees of one private and one state bank, regarding the ethical conduct of their bank managers, their own job satisfaction and organizational commitment. Using data from a sample of 202 bank personnel, index variables were crafted and regression models were investigated. Results suggested that bank managers' ethical conduct has significantly enhanced job satisfaction and, however, contrary to the expectations, ethical conduct diminished organizational commitment of the bank personnel. The paper ends with a discussion and conclusion section that includes practical suggestions reached upon an elaboration of control variables.

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The interactive effect of job involvement and organizational commitment on job turnover revisited: A note on the mediating role of turnover intention

Cited by 204 publications

References 25 publications

Quality of working life and turnover intention in information technology work

Quality of working life and turnover intention in information technology work

Why lecturers still matter: the impact of lecturer-student exchange on student engagement and intention to leave university prematurely

Banka Müdürleri̇ni̇n Eti̇k Davranişlari Çalişanlarinin İş Tatmi̇ni̇ Ve Örgütsel Bağliliklarini Güçlendi̇ri̇r Mi̇?

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