The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

Oliveira, Lúcia Barbosa de; Cavazotte, Flávia; Dunzer, Rodrigo Alan

doi:10.1080/09585192.2017.1298650

Cited by 45 publications

(57 citation statements)

References 59 publications

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“…On one hand, this means that school administrations adopt procedures and regulations such as promotion and development opportunities and, on the other hand, that supervisors use these procedures and regulations when discussing employee performance and development and matching employee career wishes with the career opportunities available (De Vos, Dewettinck, and Buyens 2009). Therefore, organizational career management, as delivered by school administration in the form of rules and procedures, and organizational career management as implemented by supervisors in the form of 'supervisor career support', are regarded as two different constructs (see also De Oliveira, Cavazotte, and Alan Dunzer 2017). The way daily supervisors make sense of policy and rules may vary.…”

Section: Organizational Career Management and Career Self-managementmentioning

confidence: 99%

Exploring teachers’ career self-management. Considering the roles of organizational career management, occupational self-efficacy, and learning goal orientation.

Runhaar

Bouwmans

Vermeulen

2019

Human Resource Development International

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The current study examines how organizational career managementi.e. activities undertaken by schools in order to plan and manage teachers' careersrelates to teachers' career selfmanagementi.e. teachers steering their careers by means of searching for opportunities, networking, or seeking supervisory support. Moreover, it examines the mediating roles of occupational self-efficacy and learning goal orientation in this relationship. Mediation analysis in SPSS, using the PROCESS macro of survey data from 220 Dutch secondary school teachers, showed that positive relationships between organizational career management and career self-management were mediated by occupational self-efficacy and learning goal orientation. ARTICLE HISTORY

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Section: Organizational Career Management and Career Self-managementmentioning

confidence: 99%

Exploring teachers’ career self-management. Considering the roles of organizational career management, occupational self-efficacy, and learning goal orientation.

Runhaar

Bouwmans

Vermeulen

2019

Human Resource Development International

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“…Adanya dukungan organisasi yang dirasakan karyawan dapat membantu mereka menekan potensi stres terkait pekerjaan. Selanjutnya, hasil penelitian ini juga selaras dengan penelitian sebelumnya yang menemukan adanya hubungan signifikan dan positif antara POS dan kepuasan kerja (Saputra dkk., 2016;Jawahar & Hemmasi, 2015;Colakoglu dkk., 2010;Günay, 2017;Al-Hussami, 2008;Rai, 2017;Oliveira, 2017, Gillet dkk., 2013, Alcover dkk., 2018, dan Zumrah & Boyle, 2015. Di samping dapat menekan potensi munculnya stres, persepsi karyawan terkait adanya dukungan organisasi dapat meningkatkan kepuasan kerja mereka.…”

Section: Tabel 2 Mean Standar Deviasi and Korelasiunclassified

Pengaruh Persepsi Dukungan Organisasi, Stres Kerja, Dan Kepuasan Kerja Terhadap Komitmen Afektif Karyawan Perusahaan Produsen Air Kemasan Cam Di Bandung

Gustyana

Prasetio

Ramadhanty

et al. 2019

jsr

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Employees become an important factor in the success of the organization. They have impact on almost every business activity. Therefore company needs to manage their human resources in order to get highest performance. Many human resources practices implemented to achieve such result. One thing that indicate a positive result is the level of employee commitment toward the organization. Committed employees will contribute more. Affective commitment is the highest level of commitment because this emerge from within the employee's feelings. This study discusses the effect of perceived organizational support (POS), stress, and job satisfaction on employee’s affective commitment. The research was conducted in the drinking water company in Bandung using 85 participants. The analysis technique used is partial correlation analysis to identify the relationship between variables and also identify control variables that affect each relationship. Furthermore, mediation analysis is used to determine whether stress and job satisfaction have a mediating role in the relationship of POS influence to affective commitment. The results showed that POS had no significant effect on affective commitment. Furthermore, stress does not have the role of mediation either partially or simultaneously with job satisfaction. While job satisfaction has a partial mediation role in the relationship of influence between POS and affective commitment.

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“…The interface between organizational change processes and its effects on employees' has called the attention of many relevant works conducted in the psychosocial arena (Lazarus & Folk man, 1984;Cox, Griffiths & Rail-Gonzalez, 2000;Simmer, 2003;Landsbergis, Schnall, Belkic, Baker, Schwartz & Pickering, 2011, among others). At the same time, there is a need to further study the impact of stress psychosocial risk factors in changing workplaces on employees (Bendassolli, Coelho-Lima, Carlotto, Nussle & Ferreira, 2015;Murray & Ali, 2017;Oliveira, Cavazotte & Dunzer, 2017).…”

Section: Psychosocial Risk Factors In the Workplacementioning

confidence: 99%

“…This situation can cause them to mobilize their coping and buffer strategies to face stress in a context of organizational change. In facilitating this process, protective factors involved in situations of psychosocial stress emerge as an effective means to manage the changing workplace (Krohne, 2001;Bendassolli, Coelho-Lima, Carlotto, Nussle & Ferreira, 2015;Oliveira, Cavazotte & Dunzer, 2017).…”

Section: Psychosocial Risk Factors In the Workplacementioning

confidence: 99%

“…First, we made these choices given that over the last ten years, most organizational changes applied were the result of alternative strategic acquisitions between institutions, among which we highlight those occurring between banks (DeYoung, Evanoff & Molyneux, 2009;Barth, John-Jr., Phumiwasana & Yost, 2012). Second, our focus on an empirical case from Brazil allows us to learn from the experiences of a major emerging economy (Oliveira, Cavazotte & Dunzer, 2017).…”

Section: Introductionmentioning

confidence: 99%

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The Human Coping Process in the Context of Organizational Change

Silva

Sachuk

2019

Av. Psicol. Latinoam.

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Este artículo sistematiza un marco empírico que muestra cómo el proceso de transformación de las estrategias de afrontamiento ofrece una forma alternativa para comprender la relación contemporánea que se establece entre las personas y los contextos de cambio organizacional. Basado en el movimiento de la psicología positiva, esta es una investigación cualitativa descriptiva que utiliza un corte temporal de sección con una perspectiva longitudinal. Los datos empíricos fueron recolectados a través de entrevistas en profundidad con profesionales que experimentaron la adquisición de la institución financiera internacional en la que trabajaban en el mercado brasileño. Todos los datos fueron interpretados por la técnica de análisis de contenido. El estudio muestra cómo los empleados transforman sus factores de protección (coping y buffers) en los mecanismos de defensa para hacer frente al cambio organizacional impuesto a su lugar de trabajo. El estudio aporta al campo de la psicología organizacional y de la psicología de la salud porque profundiza en los mecanismos a través de los cuales los elementos individuales y contextuales pueden proteger al trabajador de situaciones adversas que lo pueden afectar negativamente.Palabras clave: estrategias de afrontamiento, mecanismos de defensa, cambio organizacional, investigación cualitativa, psicología positiva.

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The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

Cited by 45 publications

References 59 publications

Exploring teachers’ career self-management. Considering the roles of organizational career management, occupational self-efficacy, and learning goal orientation.

Exploring teachers’ career self-management. Considering the roles of organizational career management, occupational self-efficacy, and learning goal orientation.

Pengaruh Persepsi Dukungan Organisasi, Stres Kerja, Dan Kepuasan Kerja Terhadap Komitmen Afektif Karyawan Perusahaan Produsen Air Kemasan Cam Di Bandung

The Human Coping Process in the Context of Organizational Change

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